#leadupchat Archive
#leadupchat focuses on school leadership broadly, culture, changing paradigms, and the growth mindset. It's an Ed movement focused on Leadership, Culture, Growth and Shifts on Saturdays at 8:30am CST, founded by Jeff Veal (@heffrey) and Nathan Lang (@nalang1).
Saturday January 16, 2016
I'm with -there are going to be lots & lots of tweets coming https://t.co/8IxjOqZLsj
For the next hour, please excuse the absolutely ridiculous number of tweets- is ready to take off...
that's a lot of coffee Ben!
will be in a Q1, Q2 with responses A1, A2, etc.
Good morning!!! Travis from Bucks County PA MS Principal.
WARNING: Pumping up the tweet volume in sub 1 minute.
New to . Looking to listen in a learn a lot.
Good morning ! I'm Aaron Hogan, high school assistant principal in College Station, TX
Good morning tribe! Rich, joining from PA/NJ. Happy to be here to share this morning!
Hey crew! Justin from Baltimore here!
Anthony from frosty Denver, CO here.
Looking forward to a great this morning!
Jeff here, co-founder of with fellow friction maker . Ready to keep the momentum going with you from McKinney, TX.
Good morning ! Wade from Marble Falls, Texas. Excited to learn together!!
Steven Weber, Executive Director of Curriculum and Instruction - Chapel Hill, NC
Good morning, , Mark here. This is what -3 degrees with feels like temp of -14 in Minnesota looks like! https://t.co/2JfWihUfe4
Great morning for another hour of . Good morning everyone! Mike joining from NY!
Good Morning !!! Stephanie, aspiring reading specialist from Iowa
I'm awake and ready for ! Kimberly, Reading specialist from TX! Morning!
Beautiful picture! Great to see you, Rachel!
Good morning. Patrick from KS.
Hi, ! My name is Jeremy Stewart. HS Dean of Ss in College Station, TX. Ready to learn with you all.
Happy Saturday morning friends!
Good morning
Ben, Elementary AP from WI
Good morning, Justin from Frederick, MD
GM Maggie here...South Texas
Good morning, leaders. Chris, Assistant Principal & resilient, connected leader, CT.
Good morning . Ted, Middle School Principal from MO joining in today!
Good morning, guys! Always glad to see you both at
Nathan, from Nashville, co-founder of with momentum maker .Ready to change educational inertia this morning!
Nathan, from Nashville, co-founder of with momentum maker .Ready to change educational inertia this morning!
howdy neighbor to the south!
Good morning everyone! Elisabeth from NY joining another epic !
Hey ! First time joining this chat! Excited to be here from NC.
Morning, friends! Bethany from AR, traveling to my son's basketball game! Will try to keep up on my smartphone! :)
Geraldine from BC Canada joining in, good morning.
Good morning! Michelle from Saskatchewan, Canada joining in on this frosty Saturday.
Good Morning Seth from Tx ready to learn.
Good morning ! Laura, from Michigan. I always lurk and learn so much for this chat on Saturday!
Good morning tribe! Lena Marie from MA joining today! Can't wait for another great convo! š
Good morning, ! Katie, teacher in Prosper, Tx.
Good morning, Jeff and Nathan!
What up bro? Always enjoy learning alongside you!
Good morning ! Keri from MO dropping in for a bit. Love this group - can't wait to get my learn on!
Wow! That's cold. Beautiful though!
Good morning . Jennifer 4th grade T from chilly Michigan.
Good morning! Santos from San Diego here. Elementary Principal.
Good morning ! Debby from NY, excited for great conversation.
great to see you! Glad to be back with the tribe!
Good morning, Rich! Hope the week treated you well!
The struggle will be real with the high volume of inspiring. tweets from šŖ
Hey there Steven! Great to see you here at
I;m living the dream! You?
Good morning, Wade! Great to see you!
It is like rapid fire on here!
Good morning, , Lorraine, middle school principal in Georgia. Happy to be here!
Brad in Bangkok joining Good morning everyone.
Superb! Soccer on TV, and coffee!
Coming from south of Baltimore.
Pretty much! Excited to kick off the weekend with a little
Morning! This is Michelle...excited to join today!
Hey Jeremy, glad youāre here!
That's coming our way :( It's always bad when you wake up and that's the high temp for the day.
Good morning from FL! I'm Nancye: edtech consultant and school board member. Happy to be here for !
Morning Chris! Great to have you with the tribe today at
Great morning, ! Neil Gupta, District Administrator from (Columbus, Ohio)!
Thank you, Jeff great to be here!
Yeah! Glad you are here, Jennifer!
Thanks, dude. Glad to be here.
We are too and glad youāre here!
Happy Saturday from Colorado!
Great to see you Santos! Welcome to
Good morning Rich! It's great to connect with you here at
Keri from Connecticut. I'm a Lead Teacher. Hi, Everyone!
Gentlemen! Let's do this!
It was a good week for sure!
Hi Michelle. I hear a cold spell is coming your way.
Letās first define inertia in the physical world before we make the parallel to education and change. https://t.co/88844JQbeD
- good morning from MA - Ready to share.
Letās first define inertia in the physical world before we make the parallel to education and change. https://t.co/erSP69IiBr
Good morning! Kristen Fislar from Plano, TX ready to learn!
Letās first define inertia in the physical world before we make the parallel to education and change. https://t.co/kGn2A8R5VC
this is my first time here .
Jessica, Texas---elementary principal šš
Jeremy great to see you today. So glad you are hanging with the tribe.
Rock this thing out fellas!
Thanks! and I are in a good place creatively!
Hi Keri! LOVE the name! I rarely see anyone with that spelling! Nice to see you this morning!
Good morning Jen! Great to see you as always!
Good morning, Bethany! Hope you had a great week. Wishing your sons team good luck in their b-ball game today.
Welcome Jennifer to today!
Good morning Elisabeth! Great to be here!!
Christine an AP from Missouri. Looking forward to a great morning of learning!
Dialing into from KS! Paul, elementary principal.
My wife knows this time is reserved for and hanging out with and
Good morning . Daryl from Saskatchewan, Canada. It's cold today but I have a warm coffee by my side.
You too! Hope all is well!
Thank you been looking forward to this all morning :)
You've got that right! I always enjoy and appreciate them.
Laurie Jones, Cen Cal Valley rainy morning-HS teacher/Lit Coach
Aaron from TX. Hello everybody!
Morning Shelly, glad youāre here!
Morning, guys! Always glad to connect with you both and start the weekend off right!
Hello, Jamie fourth grade T in Kentucky
Morning Debbie, glad youāre here!
Hi, Ted! It's great to see you here!
Welcome to ! The learning is fresh even when the jokes get stale!
Good morning, Lis! Hope you are doing well!
Hey man, always great to see you leading on and up!
Morning! Teresa, MS Literacy Teacher, from NY.
Heidi here from North Texas. AP a bilingual Early Childhood School & co-founder of
Two fo my favorite peeps in the house today. Welcome
Morning Nathan. Great to see you.
elementary principal from Texas
A1. Trying something new requires lots of energy - specifically brain power as you work to think it all through.
Hey Ben Reno NV Dean o' Ss & eduthinkinglearner type fellow!
Morning Nancye, glad youāre here!
Good morning Neil and Paul! I always appreciate learning from you!
Good morning ! Erin from OK joining in.
You crack me up! That's awesome!
A1: Depends on the person and how much energy it takes to pump up their choice to change. Some love risk-taking and some don't.
A1 Not necessarily energy, but time. Very limited supply can make trying something new difficult
Two humble and dynamic edleaders here! Welcome guys.
A1: I think it takes a tremendous amount of expended when trying something new......those 1st steps are the hardest!!
thank you happy to be here
A1: I think more mental energy and it depends on the task and goal of what you are trying to accomplish!
Hi Steven! Hope you've had a good week!
Morning Jim, glad youāre here!
Yeah! Great to see you, Elisabeth!
Jacqueline, teacher, northern NJ, joining the chat for the 1st time.
Hi there! Looking forward to chatting!
I find, though, that if you feel like you are investing your time in something worthwhile, it's invigorating not exhausting.
good morning from Missouri
Hello everyone @ , LaLonnie curriculum facilitator, Texas
welcome Amy to . Always enjoy fellow Texans dialing in.
Good morning! Karlie from Canada joining this morning. Middle Years math/sci T š
Great morning, Teresa! hope all is well!
A1: It's like pulling onto an interstate. You start slow and cautious as you get a feel for the environment and then you gun it.
A1 Lots of energy needed, but 1st step s stepping outside of your comfort zone!
Eric Patnoudes from Chicago, Education Strategist at
Thanks Nathan. Same to you.
Good morning Laurie from BC joining in
Good morning, Bethany! Good luck with the chat on your phone!
on to my second cup- or should I say my next giant mug of coffee :)
A1: Usually find that you don't realize energy expended when trying something new, b/c of excitement & newness!
Kathy from Indianaā¦Good morning to everyone.
Good morning John from Cbus, Ohio.
A1 Trying something new gives you as much energy (or more) than you expend.
A1 Grit, can be difficult to redirect energy in a new direction trying something new
Q1 The only energy needed is the innovative mindset to think of something. We all need to take risks for students.
A1: Energy is important - but being willing to take a risk is essential.
A1: It depends on if people are excited about trying something new.
A1. The energy spent on the possibility of failure or of taking actions that may be contrary to that of your peers.
A1:For me trying something new isn't spontaneous;hence,it requires a lot of thinking, planning, & discussion.Serious energy used.
Morning and so glad to be done w my Twitter hiatus &back with the tribe! Missed the energy and inspiration!
Danielle K Tchr, Nat'l Tchr Policy, Emerging Ldr.
Hey bud, always great to see you, thanks for getting up early!
A1: Energy that moves through all difficult and trying times. Creating an army to lead meaningful change https://t.co/6S6myBMLq7
Yes, time is always a factor! Wish we could make more of it!
This former physics teacher loves the analogies from physics to education! Lorinda, instructional coach.
A1: If you are the leader, you may feel like you spend more energy (especially in the early stages).
Evan Robb Virginia
Ready for Chat!
A1 depends on task-expend just enough energy to initiate but also in planning & anticipating need change
A1) For me it's creative, powerful, mindset changing, productive energy. I gain by trying new things. I can relate to students.
hahahaha that's great, Steven!
A1 Patience, patience, patience, patience
A1: I think it's the most energy to just be in that mindset to want to do something new. Critical first step to change.
Yes - but if you have buy in - it's a bit easier. If you believe in it - you'll be happy to dedicate the time.
A1: that depends Sometimes the new thing is something you've borrowed from elsewhere That takes less energy Creation takes more
A1: Energy, drive, and determination along with a growth mindset and support make a huge impact.
Morning Michelle, glad youāre here!
Hey Paul! How's it going?
A1 Time/energy relative 2learning new things. Same actions take less if in collab teams - joy in sharing & leaning on each other
Stay safe and great to see you friend!
Yep! Even my boys know about
I agree, Steph. it's that emotional and mental push to just begin.
A1) Cerebral energy! Hours of reading/documenting/learning goes in before gr8 content is birthed. https://t.co/oa6FaZwwRq
welcome Marci, glad youāre here!
A1: the energy expended from trying something new is the fuel for failure. We can't learn, grow or innovate without failing.
Agreed - but may depend upon how much learning is involved. If you don't have capacity around it - more is required
Thanks! We are always trying to get better for students, families, staff, and our community. It is a rewarding job!
A1 Resisting inertia and leading change can take a lot of emotional energy; precisely the reason to start with the 'why.'
Good morning Danielle! Always great to connect with you on and too. ; )
A1. Some times it could be frustration energy or excitement energy depends on the situation.
A1: remind me of a quote I learned from my college coach...."you either are an energy taker or an energy giver. Which are you?"
great to see you Erin! Welcome and jump on in.
A1 Depends on the initiative & culture of the campus/district. If we have a collective , then not as much energy.
A1: depends on your buy-in! Huge energy for those things that set you on fire!
Hi Rachel. Great to see you today!
This is me, also. The first steps are the hardest but once I get going it is like I can't stop!!! https://t.co/VYQCCKmLIn
A1:For me trying something new isn't spontaneous;hence,it requires a lot of thinking, planning, & discussion.Serious energy used.
A1. You need to realize up front that you'll use quite a bit of energy to get the ball rolling.
glad to be here! Been a bit quiet last couple of weeks but getting back!
A1 Trying something new requires collective energy. There is a large amount needed to jumpstart it because it reps a dir change
A1: I find it depends on whether I want to try it or not...initiatives w little input from me require more effort and energy
Top of the morning to you Ben. So glad you are here.
A1: Change requires a huge amount of both physical, mental, and emotional energy, but if it's worth it, it's also energizing.
A1: Mindful energy when trying something new is key! Paired with buoyant optimism you can't go wrong. Think positive!
A1: the energy is the excitement in the mindset that you are doing it different and better.
A1: Trying new stuff can initially be an energy drain, but the new insight becomes a new source of inspiration & motivation.
A1 cont: I find that the excitement and fulfillment I get from creating and trying new strategies offsets the energy expended
A1: It's like getting behind the wheel of a new sports car! At first gently tap the gas to get a sense of power; then gun it!
Great point! My team makes change a lot easier because they want to do what's best for students!
A1 Initial energy is always the most to overcome anxiety about change and inject momentum.
Good morning, Ben! Glad to be learning here with you today!
A1: Trying something new can involve time and a lot of work but can also be rejuvenating and exciting.
A1: takes a lot of mental energy, creative energy & focus on positives w/ time pressures
A1: Depends on who you presently are. Grumps/Dumps expend a different energy than Quick-Start Enthusiasts
A1 Huge amounts of energy, but being outside the comfort zone also builds energy and inspires confidence.
the energy is your power:resilience resilience passion and creativity
A1) I love putting myself in the role of a new learner. Recent new learnings: yoga, playing the ukulele, singing in public.
A1. I think the task and the collaboration determine how much energy is spent. With help, less energy is used. Collaborate!
A1: it's the energy that provides the "potential" for growth and moving forward
A1 need 2 know our own energy is limited-power in harnessing energy of others-single people rarely can overcome system inertia
A1-be prepared for new task so all that energy is positive
We are more excited about change when we decide to change ourselves. Mandates drain energy.
A1 Amount of energy expended depends on the activity. Some new things require more mental & emotional energy, some physical
A1: Energy use depends on type of new. An app, little. Instructional strat, some. Pedagogical approach / tech initiative, a lot
A1: depends on early adopters and how real your why is to others.
There's emotional energy used trying something new.Excitement if it's positive and sometimes frustration when it's not.
Nice, Chris! You guys bring the funk!
Great to see you guys, we learn so much from you!
A1 preparation, motivation, and encouragement
A2) Directly proportional to the "mass" you are trying to move...
No disagreement here. Just saying it takes more energy with those who don't buy in.
A1: I think the energy is connected to risk adrenalin. We risk when we try something new-it's the only way to create magic.
Important not to overextend yourself when learning something new. Know your limits.
True, however moving large groups in new directions always means outliers who will push back
Yes, we have missed you Rachel. Always your thinking is powerful. Welcome back to the tribe.
Agreed! A bit intimidating at first, then motivating, inspiring, and exciting.
It's the collective energy that makes the change easier for each individual. Like this, Wade.
Yeah! Welcome back, Rachel! We missed you!
Completely agree! If you are passionate about what you are trying you don't realize it bc of the pos energy behind it
great point! power in numbers lessens the amount of energy each person has to give!
A1: Energy exerted for new initiative? I think of coach teaching new pattern of play. Patience, enthusiasm, expectation, commi
A1 Takes lots of energy to start - need the drive to change.
A1: the energy may eb and flow but celebrating the journey will lead you through the process.
Happy to see you here today at Evan
buy in key... That's the army I was referring to.
A1: The key to successful change with something new is sustained energy - too many quick starts that fizzle
A1 Sometimes it only takes a spark to energize a change. Other times, it can be like pulling teeth. Lots of effort.
A1) The energy put in, is the energy that has potential to come out.
. Theres something magical about learning together. They crystalize outside a vacuum.
varies on change & whether working alone or w/team, site/district goal. Ultimately becomes part of process & 'easier' 2 manage
A1: if you expect buy-in,be prepared to put forth energy. It is the driver of any new initiative. Otherwise, you will flatline.
so true-those are the ones that suck energy https://t.co/v5E61uN6g1
A1: Depends on who you presently are. Grumps/Dumps expend a different energy than Quick-Start Enthusiasts
A1 ... Depends on who is asking? Do I believe in the asker?
Agreed; increasing mandates & required documentation for accountability can limit time 4 implementation https://t.co/Vxzi41y7iR
A1 Not necessarily energy, but time. Very limited supply can make trying something new difficult
Jumping in late, first time here! Sadie from St. Louis
A1-Whenever a new project comes my way I put everything into it because I see it as a challenge that we must succeed in.
A1- Energy to jumpstart something new but the goal would be to create momentum and consistency while experiencing more energy.
A1: Creating and growing certainly takes energy on our part, but the payback is exponentially greater.
growth mindset. We would be remiss if your didn't bring that up!
A1: When truly passionate about the project or initiative it can be invigorating. Maintain the momentum with excitement.
A1
I agree with Chris- sometimes I have the challenge of others being negative about new ideas
Education is grounded in the linear and predictableā¦moving beyond those confines will be cognitively demanding, but necessary.
I'm humbled...thank you ! Happy to be here! https://t.co/093XvTsCXc
perfect for you. You belong in this group. In fact, you are
It's Author's Month on the show Upcoming guests include on Innovation Jan 22 & children's author Jan 26
A1: Varies: size of initiative ā ā³ āļø š„ = āļø
A1: depends on the relevance the change has on me or Ss. Relevant? High energy & passion.
hey Aaron-hope you're doing good
Love it! Cerebral energy! I can see the fumes coming out when work is happening!
agreed if you are excited & see amazing potential in trying the new, if it requires a lot of energy you don't mind
A1) Our energy is a valuable, limited commodity. We need to use it wisely.
Like the differentiation here, Nancy. Different levels and qualities of new things require varied energy levels
A1 I think the amt of NRG spent changes each time we try something new. We get NRG from our results and are pumped to go again!
Good morning to you, Matt!
The energy expended on something new depends on the gap between your current level and where you ideally would like to be
A1) The energy is minimal compared to the loss of momentum by doing nothing. 2nd order change processes don't just happen.
Love it...if I am excited about change, I find myself rarely tapping the pedal! Get in and hold on! https://t.co/0PrkvGsC3b
A1: It's like getting behind the wheel of a new sports car! At first gently tap the gas to get a sense of power; then gun it!
A1 Similar to a long distance runner, don't put all your energy upfront, you need reserves to follow through/avoid burnout.
Yes and we have to be prepared w/bank of energy before starting the initiative knowing the future challenges.
Yes Eric! Most would rather not risk uncertainty/failure and stay with comfort.
Hi Rachel and Heidi! Glad to see you both this morning!
A1. Not sure, but I do know one thing. The more you enjoy challenges, the less you feel the energy expended.
Well said and love the use of NRG :)
A1-Even when roadblocks occur this presents a new opportunity.
So true! Reason that we must know our staff & the culture before beginning!!
https://t.co/JhukXv3jsy
A1 Sometimes it only takes a spark to energize a change. Other times, it can be like pulling teeth. Lots of effort.
first time here jumping in late :)
DANG! A Principal that does that AND leads! WOW!
Welcome! I hope you enjoy - I look forward to learning from you! Thanks for jumping in!
morning! Glad to be surrounded by the tribe!
oh! But when they do..what a happy day!
Hi everyone, Joƫl McLean from Callander, Ontario Canada.
A1: Having an "outlet" to manage any challenges and remain creative is essential (for me, anyway) to keep the "flow".
Q2 Coming up in 1 minute...
Hey Teresa so glad you are joining today the tribe.
Yes because once you start again you have to use twice as much energy! https://t.co/xDHODzI6WH
A1) The energy is minimal compared to the loss of momentum by doing nothing. 2nd order change processes don't just happen.
Absolutely! Fire those synapses!
A1 I really think it depends on what the āsomething newā is If itās invigorating, the effort itself is actually energizing.
Orgs have embedded need to recoil to safety of status quo...requires ongoing disruption to build collective, adaptive capacity.
Good morning tribe. Wasn't sure I was going to make it. But I am here.
This is true here, Elisabeth. Using the actual new approach to create the energy needed
A1: Four types of energy are needed: relationship, logic, creative & grounding. For details, check out: https://t.co/UvM9FF1len
How do you practice sustaining energy?
This is very true and I absolutely agree. I am energized by trying something new that I WANT to try!
Absolutely. Can quick start a "try," but a successful initiative takes time, energy, planning to be successful
Change requires a sense of urgency about it. Challenges won't fix themselves https://t.co/yZTCiqif4i
A1) The energy is minimal compared to the loss of momentum by doing nothing. 2nd order change processes don't just happen.
Buy in is so important for all stakeholders.
A1: Some new things require significant energy to overcome resistance - if it involves other people
Great to see you Schmidty! Welcome and thanks for getting up early with the tribe!
So glad youāre here Rachel! Welcome back!
It definitely varies depending on what it is.
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
relating is so important, we ask them to do new things all the time, we need to remember what that feel like
sorry I am late, Matt, K-5 Art, TX
Yeah! Glad you are here - and I loved the bitmoji love from last night! You win!
Sometimes takes a lot of time! Have to keep the energy up while digging out the roots!
Great thought Shannon! We must connect the change to each & every person. Awesome!!
https://t.co/MTFW95IsW9
A1: depends on the relevance the change has on me or Ss. Relevant? High energy & passion.
Plus a great deal of planning if you want it to stick
A1) I agree with so many of youā¦it depends on the activity. New in my classroomā¦excitement and eagerness to get started!
A2 so many vary perspectives and starting points, make achieving 1 vision challenging
A2: Our brains like habits. We expend additional energy to make change happen, to make new habits.
Thanks, my friend! is always worth getting up early for! https://t.co/WPJsjIzJc7
Hey bud, always great to see you, thanks for getting up early!
I agree-Makes me think of a rubberband and the potential energy that is built. Having a vision is poten. Ener.
A1. We need to stay focus when we are moving through this area.
Hey Michele so great to see you today.
Agree, Mike. Partnered with a purpose so it's not done haphazardly
A1: "Learning force" - creates new connections in the brain ! š
A2-Because not everyone has a growth/change mindset. People need to see the value and remember "the way it has always been"
A2 - Change is difficult no matter where it's happening for some. In schools it has to happen while bringing many along
A2: Most of the time, we feel compelled because we believe change means failure.
A1: definitely energy expended. Important 2 prioritize...is there important WHY for the "something new"? https://t.co/dLrbv1KeZc
A1 It takes more energy trying something new when the heavy weight of judgmental eyes are on you.
One needs an ample supply of energy to take risks. It's needs to be directed wisely and in the right areas.
If it's good for kids and our school- I push ahead- when things are a success- others join
It's all about they why and how it's facilitated. https://t.co/cDmH4wtgze
A1: the energy may eb and flow but celebrating the journey will lead you through the process.
That is a matter of perspective. Some faculty meetings would tell you that part of the room is not invigorated by NEW
A1: If you are passionate about the new idea, you have unlimited reserves of energy.
It requires planning. Too many efforts with new things have a āone and doneā approach. Itās more than that
A1 amount of energy used is based on attitude ... Do I really want to do it vs being inspired to do it
good morning! Glad you are with the tribe.
yes- understand the why or begin with the end in mind. So important
A2: People revert to just wanting to do it the ways we've always done it before.
A2: It's like steering a ship, it takes strong leadership, teamwork, and foresight to make even to slightest course corrections.
A2: In a word, inertia (especially as the entity gains size and stability in current practices) https://t.co/bOVNQYzkcT
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
Great point about patience in coaching. Time to build up potential energy to exert when time to act or influence!
A2) No matter what the topic, change is difficult because it involves breaking previous habits.
A2-It requires diff thinking skills which some may not have.
A2. Often times a change in direction results in no action. Something this left behind to start something new, its a cycle.
You got it right. The output is worth the input.
A2: It's difficult to validate the need for change.
A2) Energy put in needs to be aligned in the same direction or the result of all the energy might be zero. forces
A2: If change in direction happens to often, ppl tend to not take changes seriously, drag their feet
A2: Not having the resources available to feel successful in making a change. These resources good be human resources as well.
A2 it's like a domino effect-one change causes so many other changes
Yes! I've definitely started a project on adrenaline - it's amazing how much energy passion can give you!
Ah yes! The classic battle between tradition and reform.
A2: LACK OF TIME. We just don't leave enough TIME for change-related work in K-12.
A2 Nothing in education is ever complete - need to look beyond tasks & initiatives for feeling of accomplishment
Totally agree with this! https://t.co/HaWqQgybb0
A1: I think it's the most energy to just be in that mindset to want to do something new. Critical first step to change.
A2: Too many are comfortable with the way it has always been....if it is working, why change?
A2: Change requires leaders to admit that yesterdayās solutions were not as effective as todayās.
https://t.co/9td2zVNAUv
Hey Matt! So glad you made it. Better late than never!
I knew this picture would come up!
A2. Change of directions work when there is balanced leadership. Everyone has a stake in the change, not one persons passion.
I agree! The results can catapult you into the next "something new"
A2: Humans are creatures of habit. Our brains work harder when we try new things. Change forces you to move from auto pilot.
A2: One of the biggest challenges is TRUST...Do I trust you & your leadership? Do I trust you are going to support me in this?
A2: Changing directions is hard sometimes bc not everyone has the same opinion or mindset of "change".
Sorry I am late! Todd from San Antonio. Principal of the best middle school in South Texas!
Hello tweeps! Tina from TN checking in fr FL & waiting to fly out after a great
A2: Lack of resources - time and $ to make changes.
A2) The emotional component of the process. The challenging of core beliefs. Can hit hard. https://t.co/qeMl5AqsjB
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
A2: An object in motion tends to stay in motion unless a MASSIVE external force is applied to it! Effort & risk stifle change
Jon Bartelt, Supt., Bloomingdale SD13, IL and, yes, late to the party this morning.
This! https://t.co/mxr614oo22
A2: Too many are comfortable with the way it has always been....if it is working, why change?
A2: Change can cause stress, and sometimes that makes people revert back to what is comfortable.
A1) It's easier & safer to stick on the known path & direction. Most are fearful of the risk associated w/ a change of direction
A2: Fear of the unknown, scary, not what we've always done. Need to change the mind shift to exploration, excitement & risk.
Deep work of today's leaders will be in seeing shift from technical to adaptive problemsā¦and determining not to avoid this shift
..and boy are those eyes heavy!
A2 Sometimes implementation of change forgets that there is a human side to the process.
A2-If there are successes in current road then we hesitate to change due to those. Prior experience with # of changes plays in
A1. I always think of Newton's 1st Law. Object stays in motion until acted upon by another force". We need to "Act Upon"
A2: Itās all about habits - we get comfortable. Change impacts on our comfort zone
A1: Could also be excitement (butterflies) or fear
yes because that is what is comfortable.
A2 system change hard. in ed have 2 overcome entire population that has views based on own experiences-good enough for me ideas
A2:Change is difficult Usually try to convince Ts 3 things 1.Makes it easier 2.Makes it more efficient 3.Makes it better for Ss!
TIME is not on our side. TIME is very important if we want the change to be successful and meaningful
A2- Change is difficult especially for those who invested in what is current. Newbie to this chat! K-5 Principal!
A2 - Too many people get in a comforte zone & stuggle to put the work in that it take for the change to be successful
. Cathy Beck from Breckenridge CO jumping in also. Good morning!
A2) We forget change is needed because it's what's best for students, not because it's easier for the adults.
Especially if those core beliefs and practices have defined you for a very long time https://t.co/PSzxd3kdN6
A2) The emotional component of the process. The challenging of core beliefs. Can hit hard. https://t.co/qeMl5AqsjB
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
A2 It is very difficult to stop any train.
A2: because more time is needed in order to learn and implement and we "never have enough time"
Iāll ask, āIf itās free, saves time and money, and reduces failures, would you change?ā Often the answer is āno"
Agree. That's why vision-casting is so important for leaders. People have to see the change as worthy. https://t.co/dbMkW1CJbs
A2: People revert to just wanting to do it the ways we've always done it before.
So much change about us in education, this is the cause of much frustration in my district https://t.co/YRCIBYl99o
A2: Change can cause stress, and sometimes that makes people revert back to what is comfortable.
A2. Because we are "creatures of habit".
Also very difficult to start a new!
A1: the energy of trying something new means letting go of the old. Can't keep piling things up. Modeling for Ts if crucial
A2: Reasons we don't change:
-we fear failure
-we are lazy
-we hate admitting shortcoming
-we shift blame
-low expectations
Guilty. Even with the best intentions, stress has caused me to creep back into my comfort zone. https://t.co/OBNFTsm0qr
A2: Change can cause stress, and sometimes that makes people revert back to what is comfortable.
Great morning ! Checking in late. Latoya, co-principal of a middle school in NC with
A2) changing dir implies a landing & taking flight again..edus find the land/spike up/land/spike diff https://t.co/AqAFLyKgVV
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
RTQ2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/Chcr2y21Vw
A2: Habits can get in our way of improving - as is often said āold habits die hardā
A2: It requires new ways of thinking. Generating new synapses is exhausting!! But many times SO worth it!
Leaders moving down a path may fear that a change in direction is an admission of failure. Failure scares too many leaders.
A2: Difficulty is digging past fake issues hiding the fear: They'll be hidden behind common things: scores, money, time, etc
A2 many Edus get hung up on the way teaching has always been done. Change is here whether it's comfortable or not.
Yup. It's all about knowing your team,
Good morning ! Sarah from Ann Arbor, MI. Hope Street NTF & HS T/Instruct. Leader
A2: When moving one's cheese, it feels like they must admit what they do/did is ineffective. Many don't like the initial feeling
Very true! https://t.co/coIX6Dydrw
A2: Humans are creatures of habit. Our brains work harder when we try new things. Change forces you to move from auto pilot.
A2 We are often comfortable with the known and uncomfortable with the unknown. Change has a lot of unknowns
So many educators do feel that way but sometimes change is easier than the old way
A2: Education can be very slow to change-
Youāve got to get to a stage in life where going for it is more important than winning or losing. Arthur Ashe
A2: change means new/different and when we do things new/different there can be fear/anxiety.
A2 State mandates,BOE, published data,leadership and other factors keep people from making change. https://t.co/iNq2Qh43GP
A2: Lots of stakeholders involved @ dif levels-from the school to legislature-w/ dif. views on how to better outcomes for kids.
Leaders must understand the cognitive load of creative, innovative workā¦creating environments of safety, support and permission
fear of obstacles, the doubters, mistakes, & the hard work.
If we choose to change there are no limits! https://t.co/kHsZzkrXC9
A2: It's strange. Education is one of the only professions where ppl are allowed to refuse change, rest on old ways
A2 Can be difficult because people are comfortable with what they know; lack of buy-in or fear of failure
A2 Most r not resistant to THE initiative, they r scared of the unknown & the possibility of failing. We must remove this fear!
A2: not all stakeholders truly understand the why or how when change is needed.
As leaders, essential 2 use our energy 2 set on fire once we have determined that change is needed. https://t.co/5tkzrOs3vX
A1: depends on your buy-in! Huge energy for those things that set you on fire!
A2: there's a fear factor- suddenly not knowing how to do your job is scary more is needed
A: Change is uncomfortable for many who are afraid of failure or not risk-takers.
A2 Change is scary for many. Be that fearless leader and give courage as you move down the path. Assuage fears.
and as leaders knowing our people and the amount of pressure (stress) that they need to move forward, not regress.
A2: Implementing change requires energy, getting buy in requires energy, avoiding barriers requires energy.
A2 Change takes folks out of comfort zone. We need to support all with small steps into growth circle. https://t.co/heF5HUPJXP
A2: Systems thinking also means change is slow and is usually never linear.
agree-when we deal with humans not products outcomes become more crucial-but still need change 2 grow https://t.co/MCiel2uGzK
A2: Fear of the unknown, scary, not what we've always done. Need to change the mind shift to exploration, excitement & risk.
A2: the one school house in the town goes from speed boat to pivot quickly TO large org who is like large cruise ship
I agree, Angelo. There has to be a shared vision. Because what may be worthy for some may not be for others.
Change is difficult because it directly conflicts with natural tendency to like routine, predictably, and maintain control.
A2: Selling is difficult too. Often we sell product and not the vision. People follow vision, not a product.
A2. Because the focus is on results (grades, Test scores). The disruption caused by examining process is scary.
Awesome leaders know that influencing change is not about persuasion, but about emotion connection. https://t.co/Zt7UuJHYi8
Often times the foundation for the change isn't solid before it happens. Nd to have the in place to gain support
A2: we often try to change people instead of creating the conditions needed for change. Must start w/climate & culture, not ppl
& a clear plan for implementing evaluating progress & sustaining buy in. Each take startup & long term energy!
A1: big energy if trying to create a shift and become a model to replicate
It's appropriate for so many things!
well you found the right chat Amber. Welcome!
A2: When changing direction, we also need to validate what has gone before or people can get upset - recognition is important
A2-People remember who started prior practices that fit their need at that time, and it may be easier to stay sta quo
A2 Change can be uncomfortable for some. It's often uncharted territory. It takes time to develop new habits.
A2 Natural 2stick w/ comfy -no risk entailed. Change needs energy & bravery 2 step out of comfort zone https://t.co/SDwgfoKBLZ
We will not make substantial & long-lasting progress without knowing the drivers behind each person.
Ample TIME is the only way, ! If we acknowledge this, great leaders can go Find The Time for change-related work.
Good to see you Tina. You sound busy but thanks for making time with .
A2. Change =uncertainty, & for some it can be detrimental. It's easy to be comfortable, it takes courage to be uncomfortable.
A2) Because people get in their comfort zone of success and fear the ānew beginningā Change is hard and messy!
A2 Not everyone reacts the same way to change so you need a variety of supports in place to help everyone along.
great point! Even between students, staff & leadership trust is the peanut butter which holds the sandwich together
A2. A Growth Mindset will help us move forward.
A2: Change freaks people out.
A2: To change is to step outside a comfort zone. Keep this in mind...Change can be enlightening! https://t.co/QfedLbnWtm
A2 Lack of time to gather buy-in, follow-up, and support is an obstacle to change in schools and districts.
The unfortunate reality of education. https://t.co/lpMTmt6Aab
Iāll ask, āIf itās free, saves time and money, and reduces failures, would you change?ā Often the answer is āno"
A2. I think it's hard because we are so ingrained in it. Think about it- we have all been in education since we were 5
Without a clear focus change is difficult. Ts can feel like they can never fully implement 1 thing before we change to the next
A2: Fear. Anything is possible, but feeling supported at a building, state, and federal level weighs heavy on educators minds.
I agree. What's difficult is when leaders see it but communities don't.
RT! Remembering to repeat the why and connect it to the big goals of the school
path of least resistance?
A2: I agree but it is rare that success is found without taking a risk-or choosing a less traveled path
Love that thinking! Not late, just right on time. Welcome to
A2: read this quote this week, "It takes a better leader to stop something old than start something new." Thoughts?
A1: in my Art Studio, lots of energy is expended w/new projects. Planning uses 2xs more
- A2 - my most feared statement from a teacher "This too shall pass...." - Momentum Killer.
A2 I also think that educators get overwhelmed....There is a LOT on our plate and 1 more change/initiative can cause an uproar.
So true. If change is needed, leaders put energy into early adopters & stoke fire of their leadership. https://t.co/PaqQfqqUEQ
A1: Depends on who you presently are. Grumps/Dumps expend a different energy than Quick-Start Enthusiasts
Great point. Change/improvement less messy when the. 'Endpoint' is clear to all
totally agree. & time needed is diff for diff stakeholders.
Yes, must come bk to core Qs e.g.: how does this improve outcomes for kids whether it's SEL, culture, academic.
A2: Follow through. Too many times we let an idea fizzle out before it has a chance to succeed. https://t.co/OSCQeIaX5z
Key point, Rachel. Brings about a level of uncertainty that we often aren't comfortable with
BOOM! Start change w/ the climate, not ppl https://t.co/xn3oEgvUW7
A2: we often try to change people instead of creating the conditions needed for change. Must start w/climate & culture, not ppl
In any change or shiftā¦balancing the cognitive load allows people the ability, energy to invest in evolving their mental models.
A2 too many argue change is not sustainable-"we tried this B4" but just means it was wrong change in 1st place
so true. We must be willing to validate & address fears to get buy in to change from all stakeholders.
A2: The 'same old' can be easier than 'something new'. However, switching things up creates a fresh perspective
A great principal once told me to get to the head, you have to go through the heart. Inspiring change requires a high EQ.
Exactly...if people don't trust you, they may change...it just won't be the way you want or need!
A2: If the change in direction involves accountability, then you cannot have that without support. So important
A2: change direction = taking risks & vulnerable.Dist/campus can make risk-taking painful, necessary in class 4 S's growth
true point - it's best to stay in comfort than risk something that might be actually better.
A2: lvg comfort zone bc it's uncontrolled risk,stuck in way we've always done it mode bc it's safe https://t.co/0x0QH4CDBf
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
A2.If a change is not self-initiated or based on a core belief, then it can be difficult to understand the need for the change.
A2: often the change made in Ed are incremental and incremental change leaders to irrelevance. Must be brave, think big
Have been lurking, but jumping in. Jessica, LMS in Indiana. Hi!
Q2 change is hard because many people get stuck in a rut. It takes passion-vision-courage. Fullens secretshttp://goo.gl/iOLbPf
A2: Change is uncomfortable and unknown - as leaders, we need to publicly address this and empathize - but stay the course
A2 Good or bad, any change involves a shift in set ways that needs to be overcome emotionally and perhaps physically.
Change is tough because it's a risk. It's a mistake to think any change will automatically bring improvement.
A2 It can be hard to fight the "this is the way it has always been done" syndrome.
A2 Change requires giving up the comfortable, the known &therefor the easy-But the easy isn't engaging-no excitement in the easy
Fear of failure definitely makes it difficult. Especially with those connected with state assessments.
Lion is the critical element that often gets overlooked or not given enough attention make or break
Back at ya too Paula! We grow together
Great point! We need instructional leaders that are willing to find the TIME for change-related work.
competing definitions. This is where clarity of change process is essential AND what exactly is being changed.
Take the fear away & show them we are with them. Hold their hand & walk with them!
https://t.co/uQdv2nTxXq
A2 Change can be uncomfortable for some. It's often uncharted territory. It takes time to develop new habits.
100% agree! We need to be in a state of continual entropy!
Love it! As long as that old thing can be replaced with something more progressive and effective.
True, Mike. A case of traditional minds, doing traditional things
A2 Change puts scores, Ss, grad rates, culture etc at risk - a lot on the line, but much more to gain https://t.co/iFThDNPwEV
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
A2: change is more difficult when there is not a clear vision so we know exactly what we are working for
Change must be seen as better, not just different, if it's to be embraced!
A2-Change requires work, new thinking, new approaches, new chance of failure, risk taking... Some love it, some fear it!
& all these take time-too often change process is not allowed to occur over enough time https://t.co/zhnuSqeQ4i
Leaders must understand the cognitive load of creative, innovative workā¦creating environments of safety, support and permission
RT : A2) The emotional component of the process. The challenging of core beliefs. Can hit hard.
Yes! It's human nature we are fighting against.
Exactly https://t.co/7H0918HQH9
A2 Change requires giving up the comfortable, the known &therefor the easy-But the easy isn't engaging-no excitement in the easy
I agree but there are times when we need to trust the vision of our leaders, embrace the change & become a leader.
A2: another quote: "no one will change until the pain of not changing exceeds the fear of the pain of not changing." Thoughts?
A2: Change is more difficult when leaders don't focus on getting buy-in and emphasize losses over gains.
A2: Fear of failure, of upsetting people. Sometimes it's because people don't feel competent enough
That is one of my favorites! Standing around waiting for the puck to come to you rarely works! https://t.co/nfP19VqH5T
A2. We need to re-conceptualize education but it's terribly difficult to do that from within
quick and to the point! š
A2: When their is a change in direction, do you really know where you are going? If not, then it becomes harder to build trust
Some are wired to find comfort in the idea of change knowing the desired outcomes are best for Ss. Others struggle
Matt - This makes me pause and think how many do we add something, but do not remove something?
Need to make sure that everyone has the same goal in mind & is focused to lead the ship in the same direction when changing
A2: lots of factors, some of which are outside factors that school's don't have much control over https://t.co/RmeR9XxCeD
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
Naysayers often need time & evidence. Got to know the why. I often see things w/ an optimistic outlook.
A2: Change is just hard in general. And in edu we hold fast to our core beliefs - we have to be convinced the change aligns
Edu is also one of the only professions where you can toss out the old ways w/out evidence the new ways will work
making it "our work" Difficult to move a bolder up a hill by yourself.
Good Morning ! Thanks for the support!
Q3 coming up in 1 minuteā¦
A2: many changes are decided by a select few leaders, not incorporating views of all stakeholders decreases likelihood of buy-in
A2: Everything changes whether we admit it or not. The question is do we pretend things stay the same or do we embrace change?
Education is in the midst of āgenetic driftā and that stasis and entrenchment makes it difficult to engage changeā¦at all levels.
MT : A2) We forget change is needed because it's what's best for students, not because it's easier for adults.
So true it is crazy how accessible things are but the comment "I don't have time for that." Not in business world
https://t.co/KHjTkyYkER
A2: read this quote this week, "It takes a better leader to stop something old than start something new." Thoughts?
Easier to stay on the ground & deal w the knowns. Who knows what the skies hold @ 30,000 ft above grnd. https://t.co/fosrnDLVAR
A1) It's easier & safer to stick on the known path & direction. Most are fearful of the risk associated w/ a change of direction
A2: Beyond fear, a general loss of momentum & focus -->> change process requires brain multi-tasking which attacks focus.
A2: (b) However, adjusting roles needs to be done in the best interests of the students, sometimes with limited resources.
. agreed & often bc they've not been equipped with the proper pd/tools for support
It would be nice to start with stating that TTWWADI is not an option.
Agreed! OUR work should be about Ss.
A2 Changing education = changing traditions of almost 100 years
A2: Too little energy is placed towards the vision of the new change
A2 There are so many people invested, good or not, that have to be won over. As new campus we realize this! Using it as benefit
A2: Sometimes people are reluctant to change if there's no compelling reason or evidence to support change.
Amen! How the heck does that happen?! https://t.co/Rs4eaZfr8T
Edu is also one of the only professions where you can toss out the old ways w/out evidence the new ways will work
we all seem to want the same outcome but no one can agree on the how!
So true, the change should be driven intrinsically, w/accountability wrapped in genuine connection and support.
A2 Many educators want 2 get things "right". Change = anxiety & "unknowns". Some lack confidence in themselves & the "system"
A2: because you're not just asking teachers to change, you're often asking a whole community to change https://t.co/IRI33siTfs
RTQ2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/Chcr2y21Vw
A2:Schools don't "stop." Makes change tough-We have rooms of kids and crises on a daily basis ongoing-change needs attn.
You can also get more efficient or better at something in order to add something
A2 Change is most difficult when the 'Why Change?' vision/purpose never happened
So true. It's such a strange profession (that I love) out on it's own little island.
A2: not communicating why first; expecting behavior change before vision change; lack of clarity
A2: What we have always done is predictable and consistent. Change brings about uncertainty, but it also brings opportunity.
W. Gretzky was/is Visionary.
Agree. Going through a trough for a short period is worth it to get to the summit! https://t.co/MMEVqkoDYk
A2 Change puts scores, Ss, grad rates, culture etc at risk - a lot on the line, but much more to gain https://t.co/iFThDNPwEV
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
A2) Sometimes we underestimate the energy needed to change direction. Tendency is to continue on same path.
Absolutely! It also includes spending time building a foundation of solid relationships!
A2. As Educational Leaders we also need to be cognizant of those that will need more time in moving forward.
A2 I feel it would be easier and much more effective to wipe the slate clean than to continue with incremental changes.
This is the New Norm for business, education, transportation, etc... The world is changing at a rapid pace.
A2 Often change requires teachers to be the ones implementing and yet they are left out of the big picture planning
I think so many educators are afraid to embrace the change 'cause of their own comfort zone or what others will say
yes-when we see big picture & have relationships with leaders change is less scary
My thoughts exactly! We never completely follow through on 1 thing before the next new thing comes around!
I agree ! https://t.co/yH0Ngv8l05
A2: Fear of the unknown, scary, not what we've always done. Need to change the mind shift to exploration, excitement & risk.
Yes, let them know fear is natural. It is ok 2 share our fear. I like the word investment instead of buy-in.
A2: It's our nature to stay on the path set before us. Charting a new course takes courage. https://t.co/STqewx1fqh
Yikes. That's why we sometimes lose the trust of teachers. https://t.co/aeQzIONZuG
Edu is also one of the only professions where you can toss out the old ways w/out evidence the new ways will work
A2 Change is often difficult when decisions are top-down instead of encouraging mutually agreed buy-in from all stakeholders.
- A2: Stepping into the unknown is difficult - especially if you do not have support from administrators and peers.
A2: you're trying to adjust routines and create a different frame to serve. You're asking for people to view the box differently
Ts already invest so much time into what they do, when they see change coming - they fear the time required
MT : Need to make sure everyone has same goal in mind & focused to lead the ship in same direction when changing.
A2: Lot of winds too. If youre not a strong captain, you wont know which to follow, let alone know which sails to raise or lower
It's better to have a clear vision of the end goal. However, we live in a rapidly changing world.
Which is why we need deeper levels of understandingā¦veneer understandings of the change process cripples the process
A2: two reasons: lack of growth mindset or too many changes too quickly. Set a vision & stick to it. https://t.co/Ya9JxcNxN3
Q2: Why is changing directions in education (district, building, and/or classroom etc.) difficult? https://t.co/bEy8iVssiK
Morning! Yes! If we want something different, why aren't we doing something different? Change is not tweaking.
A2: Also..people associate change with them doing something wrong..it may just be that we need to blend and refine.
Hello Kathy! So great to see you!!!
A2. Also sometimes change is about Ss, its about other things, for some this is hard to deal with. Ss first.
Risking the tangible metrics for intangible transformations.
A2. It is very important to explain the need for the "change". This helps others connect the dots.
perception is everything!
Absolutely! The "air-sandwich" between the decision makers and the practitioners! https://t.co/epo0kegMM6
A2 Often change requires teachers to be the ones implementing and yet they are left out of the big picture planning
Yes! This makes such a difference. Have to support, add value to others, celebrate strengths.
Our entire K-12 curric is changing all at once. Talk about opport 2risk and change. Balance the emotional needs
Yes, we end up changing too fast for people to learn, adjust and implement. https://t.co/iITuiVcNXG
A2 Sometimes implementation of change forgets that there is a human side to the process.
...hello everyone..sorry I'm late...:)
interesting....so instead of running away to a new position, 1st reflect what makes you unhappy...then decide
If the change opens more doors for Ss learning, then it is worth it.
So true..Things become outdated or a new need arises that doesn't fit with the current practice or structure!
A3) Empowering others to lead with us is essential. Leadership needs to be a collaborative effort.
A2: "Change" implies one-time action with end point. Need to shift our wording to something ongoing...like evolve?
Good morning! So wonderful to see so many conscientious leaders! Your Ts are lucky!
A3: articulate the goal and hop in alongside the others to make the change/improvement relevant to every person's work
Great to see you Doug! Transparency helps shift inertia!
A2 Sometimes that change of dir feels like we are saying that we've been wrong all along. Change can be very humbling.
Absolutely, I try to say "Come with me..." Instead of "Go there..." Leaders have to take first steps.
Welcome, Trevor! Glad you could make it for
It does take courage but the new path can lead to us new opportunities for Ss, families and educators.
A3: We tackle the status quo by inspiring and developing other leaders and their resilience. https://t.co/yevmGF1WXD
Answer the question why in any culture of change is critical. Why means buy and understanding is possible
Some people do not get abstract visions, so they need something more concrete - we all learn differently
A2 in Ed, we are horribly bad at jumping from one idea to another without getting the basics right first - makes Ts skeptical
Yes, comms + understanding are so imp. to make linkages bxn diff. solutions that can arrive at the same result.
Yes-strugglers need 2 understand reasons & be part of process-need 2b doing it not have it done 2 them https://t.co/Xe8pSFSxJI
Some are wired to find comfort in the idea of change knowing the desired outcomes are best for Ss. Others struggle
Right, Ryan. We are tasked to assist our people in developing a new perspective that will benefit our Ss
A3: Empathy is HUGE...."I know this is hard, how can I better support you?" Staying positive and upbeat helps, too!
A2 must identify the problem we are trying to fix or the improvement we are trying to make. How will change impact s learning?
Yes! We can overload staff with multiple changes. Gauge what is needed for student success!
I agree Steven. We usually have the problem with this rapid change not Ss. We nd to keep up
Great to connect with you on today!
A3: Lead by example & be the change that you want to see. When others see how Ss are benefiting, they'll be enticed to follow.
A3: It starts with leaders modeling the change - see ASCDās āLeading Change in Your School"
https://t.co/9td2zVNAUv
A:3 build strong momentum in a small group
MT : Edu is 1 of few professions where you can toss out old ways w/out evidence new ways will work
A3: Know from beginning that some will not agree or believe, or be happy. That is ok.
I believe that we blame people too often for the systems weāve created. We get what we create (ontological design)
A3 Leading requires modeling and being the change. Make sure your actions reflect your goals
A2 People need to understand the need for change and feel like they have some control over how it is going to happen.
True. This is important for leaders to remember when initiating a new project or leading change.
You do what you've always done then you'll get what you've always gotten. https://t.co/xDpFqQ0g1m
Morning! Yes! If we want something different, why aren't we doing something different? Change is not tweaking.
Collaboration collaboration collaboration... Think it's important? https://t.co/PiM97vPqdC
A3) Empowering others to lead with us is essential. Leadership needs to be a collaborative effort.
A3. Lead in a way that is engaging! Involve others, you may not always agree, but listening is key. Inspire leadership in others.
A3: encourages me to incorporate design thinking elements to lead in a constant change mindset.
A3: Create conditions that allow for the need to change to bubble up in its own or with some nudging. Provide time & support.
A3: First, you have to model the behavior to want to see from others
Like driving, habits can become automatic and take little to no effort. Change requires energy and focus.
Awesome!! We must know ourselves before we can lead others. Authentic leadership!!
https://t.co/Xko1KxG2Dp
A2: Lot of winds too. If youre not a strong captain, you wont know which to follow, let alone know which sails to raise or lower
Exactly. Teachers' fears and skepticism often come from bad past experience w "new" coming down the pipeline.
The power of EMPATHY! People need to know you care before any meaningful change will happen! https://t.co/MmNVrHCB1z
A3: Empathy is HUGE...."I know this is hard, how can I better support you?" Staying positive and upbeat helps, too!
A3: Leaders are the outside force & it's imperative that leaders are always putting change in motion.
Key language, Jessica. Implies that there will be support along the way during the change process
A3: promote an environment that encourages curiosity & risk-taking by staff, not just students!
A3: We build capacity. Grab those who like being the "early adopters" and invest time in them. They will lead others.
One of my teammates asked me last spring when we would cut something since there were initiatives. Jaw Dropped.
Wise words from a neighboring CT leader. https://t.co/HHIzMBq4EK
A3: articulate the goal and hop in alongside the others to make the change/improvement relevant to every person's work
A3) By listening, gathering feedback, being visible, modeling, supporting, trying new things yourself, showing gratitude.
A2:
100% Agree!
Love your work on Myth of Linearity
A3-Model everyday with a growth mindset. Speak to this at every opportunity. Flood with examples and strategies!
A3: EMPOWER people around us to lead the charge. Provide autonomy, support, and faith in them.
Walk the talk, don't just do the talking!
Very true! But need to build a foundation - T leaders that will lead the change in the right direction
Many who are jaded are justified. They have been let down so many times before it is difficult to trust. Listen, lean in, & lead.
Well said, you can't expect the same approach to foster new results.
the process to be successful w/ new is difficult. Agreed. Realizing why it needs to happen & sharing vision is š
Shared vision &inspiring others = hard. To get ppl w/diff skills/needs&goals on same pg takes effort & skill u must work to dev
A3 Physics would say just redirect that motion...easier said then done, but start with the question "why?" and work from there
This question comes up routinely. We NEED to be better at this in edu! But we move too fast.
A3. Think inside the box. Maximize existing resources and build relationships by modeling change.
A3: Leaders need to continually seek empathetic feedback to learn what is needed by our students, staff, and community.
A2: Incremental change is needed - small steps lead to big differences
A3 Lead through example, do the work! Others will follow your lead if they see you on board and willing to roll up your sleeves
A3 there are multiple leaders in a building, top down initiatives are the most resisted, no one person has all answers
A3-Always be willing to listen to someone who has an idea or wants to take a risk. Then promote that person and what they do
We always say we are building the plane as we are flying it. Poor practice for sure. https://t.co/BsY0UmHJ5K
A2 in Ed, we are horribly bad at jumping from one idea to another without getting the basics right first - makes Ts skeptical
A4) Lead with your best teachers in mind, not your worst.
also think change is hard because every public Ed stakeholder group seems to have a different "end game" for public Ed.
We have false expectations for leaders to just know how to guide others through change. More mentoring needed.
A3 First, overcome your own inertia. Fully buy in to the change and set the example for others.
. Collab is the engine of energy. Harness it & you never know how fast you can go.
A3: We lead to overcome inertia by modeling how life giving creating, serving, failing, and growing can be.
A3: Leading by example and building confidence of others to take the risks and just do something! Anything!
A3 Authentic relationships, adding value and uplifting others, crafting a shared vision around the why.
We often confuse change with tweaking. Single gender edu, offer an additional course, etc. and call it change?
Yes, even if it's something you don't want to hear. Important! https://t.co/1vTLs6elMg
A3-Always be willing to listen to someone who has an idea or wants to take a risk. Then promote that person and what they do
Great leaders speak less and listen more
yep- our mindset is constantly adjusting and changing-- it's called differentiation for leaders.
Yes! Investing time in teacher leaders is key! https://t.co/KhY9A018BW
A3. Lead in a way that is engaging! Involve others, you may not always agree, but listening is key. Inspire leadership in others.
A3: We lead by reflecting and reminding everyone of the positive outcomes that occurred from past changes. Celebrate more!
A3. Encourage everyone to lead. No titles needed, bring your expertise and make a difference.
Absolutely! Don't change for change sake and don't fight change that is needed because https://t.co/M61jKSugkm
A2) We forget change is needed because it's what's best for students, not because it's easier for the adults.
A3: Model the way & be better than the day before. Nobody can lead alone. The followers bring the power to change direction
yes, they worked hard on the implementation that got us to where we are and need to be validated for that work
Integral point - You can't lead people for whom you're unwilling to model. https://t.co/mskBOCAAcp
A3: First, you have to model the behavior to want to see from others
A3: inspire, faith, belief, compassion, creativity & vision are needed!
A3: Bring a blend of yes and no to change people to see how the proposal is making a difference elsewhere. Then debrief.
A3: Build a collective core to help go down the path of change. Others will follow or be left behind.
We need leaders who can display courage through vulnerabilityā¦who value modeling over saying.
Such a powerful idea! Too many schools are held back by stubborn teachers hanging on until retirement :/
A2: ppl hate the unplanned! Makes them nervous.
. changing directions start w/the risk of stopping ineffective practices & the stops can start shifting culture
a3. We must apologize when we are wrong and show and even expose our weaknesses. This gives others courage to do the same
my apologies everyone..this looks like a forum for teachers.....i'm only an accountant......enjoy the day.....:)
Agree! Also remember if you want to see innovation in the classroom you better provide it in PD!
So true! If you can get you "onboard" people moving, they often pull others along. https://t.co/5rZ13OIGX2
A:3 build strong momentum in a small group
Empathy is the first step in the Design Thinking Process used for making a change. https://t.co/jY5HLBk8Wg
A3: Empathy is HUGE...."I know this is hard, how can I better support you?" Staying positive and upbeat helps, too!
A3: be creative with time to allow educators a chance to plan
Research best practices, transparency, resources, training, support, reflection, & adjustment https://t.co/fxFsj1OQYj
is now trending in USA, ranking 4
It's all about creating those opportunities for meaningful change. A.k.a. "nudging". https://t.co/AHUsmi5W9S
A3: Create conditions that allow for the need to change to bubble up in its own or with some nudging. Provide time & support.
Love the brain connection This understdg helps us ensure we support conditions 4 change https://t.co/D6CQrc7Cvh
A2: Humans are creatures of habit. Our brains work harder when we try new things. Change forces you to move from auto pilot.
A3: Leading against the tide can be difficult, but it's worth riding the waves when great change occurs. https://t.co/TWVMaAEX78
A3 Build momentum with the early-adopters. Give majority of positive attention to them. Others will see/feel it & want to join.
A2 why is it that we don't hear other professions resisting change? Can you imagine if the medical field had this mindset?
You are right leaders need to create that shared ownership and leadership!
A3: Challenge the need for universal buy-in. Behavior precedes belief. Do it, observe results, THEN buy in.
A3: Often the "leaders" are the only voices ppl hear during change. Let go of control, let teachers be experts and lead peers
A3 Also, connecting with teacher leaders who have influence. One leader cannot go forward alone. We need to call on all leaders.
. Agreed. How do you listen w/ intent to understand, not just to reply and push agenda forward?
A3-I go to my best Ts and talk first. If they are hesitant then I know it may be a battle. Always focus on your best Ts.
Q3 Planning is essential. Finding solutions to problems that haven't even arrived. Preparation, motivation & sweat finishes it.
Ice fishing this weekend, so no for me - hope everyone gets a little R&R this long weekend!
A3: Being an instructional leader that is not afraid to lead by example and walk the same path of change.
A3 We must find support in early adopters to reverse neg. energy and lead change. We can't do it alone. https://t.co/uc0X4Ngeia
So, what's change in 140 characters? https://t.co/3hPJznVWAx
We often confuse change with tweaking. Single gender edu, offer an additional course, etc. and call it change?
A3: Include our teammates more with why and what. Eliminate poor communication. Info = power.
A3 start by addressing/understanding inertia-not all bad-divergent thinking provides us with pause & reflection-then communicate
And when leaders believe buy in is essential they fail to lead https://t.co/Ky7bI1aDg5
When leaders think silence = buy-in, it just means the real debate is in the parking lot, not in the meeting... via
Yes, modeling and time to practice in a low risk environment.
hard when there is no agreed upon end goal for public ed. Is it2get Ss ready for careers,creativity, for the love of learning,
jumping to the new should supporting in changing the old. Not just new for new's sake.
A3 Model the change you want to see, leverage teacher leaders, ask for constant feedback, SHOW your teachers they are supported.
A3-Being proactive with anticipated concerns, roadblocks, resisters. Knowing that and getting a head of it will help!
A3: Be willing to take risks and try things in small steps. Celebrate successes and people along the way - no matter how small.
Amen Mike. Top-down forced change rarely leads to positive inertia. All-in & together multiplies efforts https://t.co/rlRIqTxNGX
A3) Empowering others to lead with us is essential. Leadership needs to be a collaborative effort.
A3: positive attitude and energy dedicated to the task; communication with more listening than talking to get a feel for views
A3 We must be purposeful about what we do, seek perspectives of our people, solicit their support, and see obstacles as opps
MT : A2 In Ed, we are horribly bad at jumping from one idea to another w/o getting basics right - makes Ts skeptical.
A3: āTeacher leaders are most often the missing piece of education reformā (Ratzel, 2012).
Key word: Continuous
In relentless pursuit of..
Nailed it! Can't say it better! https://t.co/E0XRbAp6yP
A3: Leaders need to continually seek empathetic feedback to learn what is needed by our students, staff, and community.
A3: You have to be genuine, funny, and hard worker. Show empathy to Ts - even bad ones are working their tail off.
A3: "roll with the resistance" during the process of transforming teachers/support staff into action researchers to lead change
A3: lead with knowledge and enthusiasm - make it addictive. Modeling behavior helps gain traction.
change also requires passionate leaders willing to stick their neck out to support teachers with resources, time, anything
So true! Important to have !!
https://t.co/2012nxXIpa
A2 People need to understand the need for change and feel like they have some control over how it is going to happen.
A3:Be the leader you would follow. Model the 3 C's: Choices, Chances, Change. Make a choice to take a chance to encourage change
Wow halfway through , can't wait for what is still to come. Jump in now...bring your coffee. https://t.co/Lp90rDNVVi
A2 Change is difficult even if only slight-moving in a new direction requires great flexibility-the key is support & delivery
A3 Provide opps for mentoring and support on a continual basis. No one shot PD sessions.
A3. Others need to see the purpose in the change. Lead by example, not by "talk".
great thoughts! Absolutely.
Great word! Powerful too and an awesome way to lead!!
We had a "take it off our plate" session. Reduce the mass we are trying to carry forward.
Administrators must inspire the Teachers ... They set the tone ... Please don't make it just another mandate.
is trending on Twitter in
A3: realize that resistance tells us something, be humble enough to see that & adjust if needed (more details or time, trust)
A3) I try to notice any approximation to expectation and loudly and publicly recognize it. Attention to the + is contagious.
Yes! This! https://t.co/JXfex64kKg
We need leaders who can display courage through vulnerabilityā¦who value modeling over saying.
A3 Leader must have strong relationships with staff BEFORE implementing change.
A3: Big difference in both change process & outcome when treating others as valued stakeholders vs direction takers.
A3: Share your vision where you want the change to go. Use stories, passion, persistant and support to bring people along.
A3: Lead w/ understanding, listening, passion, strong communication, even vulnerability. Above all, model what you want to see.
Yes! Yes! Yes! This is sooooo right on! https://t.co/LljP0Jl2FH
A3:Be the leader you would follow. Model the 3 C's: Choices, Chances, Change. Make a choice to take a chance to encourage change
creatively is critical and necessary.
Change is hard work, mavericks are scary, different is scary, staying put is easy & safe! Archaic practices & processes scarier
Right, Ben. Need those other views to make the process better.
"" shows up as trending topic in United States at rank 4.
Katina Kelley from San Antonio, TX. Just found this chat today. Thanks
A3) By being passionate and willing to share and discuss. Donāt stand and watchā¦get in there and help.
A3: Allow Ts to breathe for a min. We expect change instantaneously. Let info. be absorbed &processed. Then support your team.
A3: Realize the first one out the gates is going to get bloody. Overcoming inertia costs something.
I agree buy-in is important but if we wait for 100% buy-in, change will never happen. https://t.co/SULsDPFsMm
A2 Change is often difficult when decisions are top-down instead of encouraging mutually agreed buy-in from all stakeholders.
Exactly! Top-down rarely, if ever, works to bring about meaningful change!
A3: pick one idea and do it right.....
...and I love a good project plan with data and milestones to help chart the journey.
A3. Stakeholder voice is also key.
Yes! People want to perform for leaders whom they share a positive relationship with.
. Yes we do that all the time. Fix it mentality rathr than softly invite the voices
I dig this idea. Was this in smaller groups? Large group? How did you decide what to take off?
A3: self/ program promoting!!!
A3) Make progess a "collective endeavor" ...advice from Fullan and Robinson.
A3 Seek input around the vision and destination. Allow flexibility on the pathway to fulfillment.
A3 understand the root of the thinking of resisters-is it fear/anger/loss of control?
And it's the leaders at the top to provide PD & support to assist to trickle down to teacher leaders. https://t.co/MYIHFCD4mV
A3: āTeacher leaders are most often the missing piece of education reformā (Ratzel, 2012).
Being transparent & vulnerable allows trust to develop. We're all human and need to find ways to relate. https://t.co/2wuNMs2gaf
a3. We must apologize when we are wrong and show and even expose our weaknesses. This gives others courage to do the same
Q4 Coming up in 1 minute...
Absolutely, you cannot say that everything that went before was of no use or value
Yes - AND provide ongoing, sustained opportunities for learning about the change. https://t.co/bdcfmLVpn7
A3: Allow Ts to breathe for a min. We expect change instantaneously. Let info. be absorbed &processed. Then support your team.
https://t.co/2toYSs2Pnu
When leaders think silence = buy-in, it just means the real debate is in the parking lot, not in the meeting... via
Same Ts who resist change would look at Dr's like CRAZY ppl if they said they weren't trying new things https://t.co/pMIlQZuNn6
A2 why is it that we don't hear other professions resisting change? Can you imagine if the medical field had this mindset?
People change when: they know enough that they r able 2, care enough that they want 2, or hurt enough that they have 2. -Maxwell
A3: comment/praise Ts when you see they are trying for most they will work harder when they know that you are noticing efforts
...and feeds a culture of innovation and risk-taking. https://t.co/e6nWMOh8Oa
It does take courage but the new path can lead to us new opportunities for Ss, families and educators.
Acknowledging 'uncertainty' exists to help ppl transition to understand opportunity for better is key. https://t.co/G9BhkjkTA7
oh yeah! Now you're speaking my language.
MT : A3 We must be purposeful about what we do, seek perspectives of people, solicit support, see obstacles as opps.
Love this mindset!!! https://t.co/oQGkxa3dsr
A3) I try to notice any approximation to expectation and loudly and publicly recognize it. Attention to the + is contagious.
A3: Build momentum with teacher leaders that buy in & it wll grow. From a few clouds a great storm of change will grow.
I don't like the term "plate is full" - Find a job in the U.S. where your plate is not full.
A3 Sometimes change feels like this Sometimes the monkey sometimes the dog https://t.co/ymDiI3BF0i
But they do make it together!
What's the deal with ? Could somebody fill me in, because I'd like to know!
Growing teacher (and student) leadership to build collaborative culture is critical to pervasive change/shift.
Love this! We need to have a clear purpose of succession planning and spreading the leadership growth!
Nailed it!! https://t.co/a8FXKmVK5v
change also requires passionate leaders willing to stick their neck out to support teachers with resources, time, anything
Change scares people because it impacts their ability to be autonomous. Love 's work on autonomy, mastery, & purpose.
A3: support, empowerment, support, coaching
Trending Topics Now Rezaian Davis # # #
Gmorning
Rosa Isiah, principal from southern Cali
A3: active listening. Need to get past the words said and actions seen and find the solutions to create movement
I get it and agree. But we do not do a good job identifying old practices that should stop.
A3.2: Connect the change to your organizational core values and share the benefits for students.
In some Colo. dists., Ts are designing + leading PD - more relevant, robust, meaningful.
Great point - allow flexibility! https://t.co/1OVguCAizg
A3 Seek input around the vision and destination. Allow flexibility on the pathway to fulfillment.
Walk the talk ! https://t.co/LQVfFhuyy1
A3: Lead by example & be the change that you want to see. When others see how Ss are benefiting, they'll be enticed to follow.
The thought of fear is almost always worse than the actualization of fear.
So happy to see you, my friend!
Agree! The leadership required 2 confront status quo is courageous & needs 2 come from teachers & admin. https://t.co/VCqXc7NVYh
A2: read this quote this week, "It takes a better leader to stop something old than start something new." Thoughts?
Knowledge is power! Important to empower people with the info; transparency as much as possible helps https://t.co/3aN3Y7fyDS
A3: Include our teammates more with why and what. Eliminate poor communication. Info = power.
YES! Edu-leaders must lead and model. You will never have true buy in if you only talk the talk. https://t.co/qkAJPkJwvU
A3 Leading requires modeling and being the change. Make sure your actions reflect your goals
A3- partnerships to ensure success, clarity and support
But you must support our teams in building that resilience - grow their confidence to handle new things
So true. We have to expect it - this is where real leadership occurs!
We need to embrace the reality that if you don't stop, inertia doesn't take over.
Well said. It takes a steady hand to break away from traditional practices that many hold so dear.
Adult learning theory teaches us that when it comes to change, people must first know how will the change impact them personally
A3 Provide quality time, a safe opportunity to discuss, and let staff know change is tough for you, too. https://t.co/SHdlenUUxL
A3: practice the change you want to inspire &
lead by example, model top down to inspire culture change https://t.co/QPHjAawMzZ
A2: getting both your team AND the leaders above to buy in to your vision and passion for new ideas and journeys.
Trendy things gain traction, but have we mastered basic effective practices for teaching & learning?
A4. Share the value of change. It doesn't need to be a secret & sometime it is! Show how it is impacting Ss & learning.
A3: Being bold enough to say what needs be said without breaking relationship along the way.
ā: Yes - AND provide ongoing, sustained opportunities for learning about the change. https://t.co/k0RMhbZdg4 āYes!!
A3: Allow Ts to breathe for a min. We expect change instantaneously. Let info. be absorbed &processed. Then support your team.
A3 We need to lead w/ strong convictions to being student focused promoting & protecting the innovative, creative leaps in !
Now that is powerful!! Using the experts to design & deliver the PD. Awesome!!
https://t.co/SXR7AX4vpz
In some Colo. dists., Ts are designing + leading PD - more relevant, robust, meaningful.
. Every person (teacher, para, student & admin) need coaching and mentoring to continue to grow
Excellent
https://t.co/aL2AyWgP8w
People change when: they know enough that they r able 2, care enough that they want 2, or hurt enough that they have 2. -Maxwell
Agreed. Early adopters r valuable peer role models/mentors/coaches & can show evidence of success before wider use.
TRUTH. We all need help with this. Need mentoring on qualities like patience, finesse, self-regulation https://t.co/eFV08y02Dm
We have false expectations for leaders to just know how to guide others through change. More mentoring needed.
A3: How many times has the principal or superintendent walked out of PD for an essential change? Tās value actions,not words.
thx!
Love it when I make !!
A3: lead by working side by side. Struggles are our struggles. Success belong to them. Lift Ts up and allow them to take risks
When we stop learning, inertia takes over. Starting again becomes even more challenging.
yes-some who push against have legit reasons that we need 2 listen too https://t.co/MlHiW2xhLd
Right, Ben. Need those other views to make the process better.
Exactly! Challenge, prod...but always respect!
A3: Listen carefully. The roars of a few sometimes sound louder than the whispers of the majority. People may want change.
A4. Involve others fro the being, so they can help write the story of change. Be explicit with expectations & outcomes.
. Like this image - clear, concise. Can I share this?
happy to be here! (just woke up š“š“)
and how it will impact families as well.
Yes, you have to be aware of the inertia and how you will tackle it - change is turbulent not always smooth
Good morning, ! How is everyone doing today? Loving that quote about innovative leaders, !
A1: Not sure what the energy is called, but its fuel source is hope, creativity, desire, with a hint of fear and rebellion
A4: Keep our eyes and hearts on the WHY for change. If it's best for kids, we press on even though adults are uncomfortable.
A3: bring the energy. Grow those emotions driving change stronger than those driving fear
and a huge struggle for me at times
It can go the reverse, too. No buy-in, no change. Respect the Ts who will be on the front lines implementing.
I learned the phrase, "lead from the center" from Dr. Coulson.
Q3 you need to inspire. You need to trust. Remember there is no "I" in T-E-A-M. One step at a time toward the vision.
A3: build relationships and articulate a clear vision. "Where there is no vision the people perish". https://t.co/NYB7QJ2JXm
A3 Empower others, share the work, collaborate.
A4. Provide feedback. What is going well, places for further improvement.
Gm Al Benskin Principal Tx
Admin need as much is not more than Ts. Who is investing in change leadership in their district? https://t.co/SJG2ivRBAA
A3: Change will cause some tension- I see that as ok- but balance is important
Great David! And education is trying to resist the natural state of entropy.
Yes - we do not want status quo. Our student and teachers deserve better than that from their leaders. https://t.co/iZGFEV7NzO
When we stop learning, inertia takes over. Starting again becomes even more challenging.
A4 I think that if our minsdset is "how can we get better" and we trust in that,
dissonance is mitigated
Many early adopters are seen as outliers. Powerful to partner in someone less likely and let them lead w/success
A4:connect to current reality to show direction is 1st vs. 2nd order change
A3: Focus on what's best for students. No matter how uncomfortable it makes us adults.
Change, innovation, even creativity must be founded in valueā¦without value it is often unnecessary or unneeded.
Great chat today - awesome responses
it would b nice 2 hav clture tht dosn't imply that change is 'fixing'.Instead we r lrning so much w/ new research.
Or like I recently heard, "Why not us?"
That's awesome! Way to get them early!
A4 Make a clear and persuasive case for change so it won't be perceived as change for change's sake.
A4) You overcome that by engaging all stakeholders, asking "What's best for kids?", and gathering and sharing data.
constant cycle of plan/do/study/act https://t.co/yA5quNElmY
We need to embrace the reality that if you don't stop, inertia doesn't take over.
Good point. Big reason why research shows 1x PD efforts don't work as well as ongoing coaching https://t.co/VEsHUqbehF
A3: Allow Ts to breathe for a min. We expect change instantaneously. Let info. be absorbed &processed. Then support your team.
A4: Create value, demonstrate how change is necessary for continued growth, explain that being afraid is a natural feeling.
Probably more than individual mindset - needs to be building/district culture. https://t.co/Hli6HMXGKv
A4 I think that if our minsdset is "how can we get better" and we trust in that,
dissonance is mitigated
Actions.... Not words. https://t.co/0VKY50dBB4
A3: How many times has the principal or superintendent walked out of PD for an essential change? Tās value actions,not words.
A4. Share what sparked the change, often this is left yet, then people began to assume. Be transparent.
A4: We can start by being honest about failed change initiatives. Build culture of candor and authenticity before change.
As long as we don't share the value, it looks as if we are hiding the real reason.
jumping in! Better late than never right? Natayle from chilly (but beautiful) No. Colorado
had the "Take Off Your Plate" party before Thanksgiving. Led through open ended questions.
Nicely said ! https://t.co/94V6BNjsxu
A3 Seek input around the vision and destination. Allow flexibility on the pathway to fulfillment.
A3: Serve first! Then...Lead with crazy ideas that make people question their own intentions. https://t.co/AKS6mQ2yJC
A4: We build project plans with milestones and data to help tell the story.
A1: Has anyone discussed activation energy yet? The excitement of trying something new gets you over the initial E investment.
Hi So great to connect with you on chat today!
A4 Cultivating a culture of growth mindset in Ts and Ss. Using inquiry strategically with teachers to drive the change process.
yes! Need that support system in place.
This is huge! I feel that site leaders get left out..this is why my PLN has been so vital & inspiring! https://t.co/StvC2kBWcb
Admin need as much is not more than Ts. Who is investing in change leadership in their district? https://t.co/SJG2ivRBAA
leaders have to do a good job of painting the picture of what change will look like. We have to be the visionaries first.
A4: Change requires a compelling force...a vision of a better future.
Research, involve stakeholders in the process, relationships-
Iām worried. In 1996 Johnson & Johnson was discussing tolerance for ambiguityā¦we are just getting to that conversation.
Know your people; what holds each back? Fill that gap/need w/support...nurture their growth so they can change.
A unified vision is crucial. 1 vision back by 100 ppl is powerful. 100 visions by 100 ppl is a disaster https://t.co/GpMJ4hs2fZ
Q4 Relational capacity, they must trust you & buy into what you're selling. Respecting leadership mutes the dissonance.
RTQ4: Overcoming inertia will often look like dissonance. How do we change this perception? https://t.co/JnqTB4PMKD
A4. Involve others from the beginning, so they can help write the story of change. Be explicit with expectations & outcomes.
A3: Be honest, kind, and direct. Do not as an admin hide behind mass emails or faculty meetings.
Right on Tamy! The rut of comfort and conformity.
A4: The art of asking the reflective questions are huge!
By chance did you write about that experience? What worked, what didn't? If so, I would love to read
Absolutely agree. Sometimes we do that to them when they run ragged trying to do worn out things.
Provide opp to ID where change/improvement needed. Ppl feel empowered and valued when voice is heard. https://t.co/X8r7XKR5TJ
A4 Develop checkpoints at regular points along the way to celebrate successes and address any issues.
A2: Because change is scary and hard, those within the sea of change worry they will become exhausted and drown.
A4: empower innovative Ts to try new strategies. Celebrate their initiatives, let them lead an in-house PD.
"Best for kids" --- create that bumper sticker. https://t.co/Kr9HIY9aLg
A4: Keep our eyes and hearts on the WHY for change. If it's best for kids, we press on even though adults are uncomfortable.
A4: Leaders have to get down and dirty with the difficult stuff - model that way and walk the walk
A4: We must cultivate an expectation that people will share their creative ideas, even when they might call for change.
Agree! That's why I think we have to base change on lasting principles and use new methods to push us. https://t.co/GYkSIVmFJw
And/Or the rules are changing so fast. In NC we have not been able to consistently implement anything
Couldn't agree more, esp if admin's DOK of pedagogy isn't strong as Ts. Need to consult & trust Ts as experts.
A4: transparent leadership coupled w/ a servant approach helps quell confusion & distrust.
A4: One of my favorite quotes! Also - T ownership of the change = less tension and resistance https://t.co/gO0YNHfe2R
Enjoyed chatting with you today at ! Have an awesome weekend!
Yes! This! It also takes skill to be an active listener in the responses! https://t.co/06GJseIIvG
A4: The art of asking the reflective questions are huge!
My 1-word is "present", to be present with my staff, leading by example, guiding them thru change together.
A4. The focus is on the why not the change. Start with school values, mission and goals to support innovation.
Agree! We have to be smart about the ones we select to partner. Don't need one that will resist the movement.
That stings, but you are right. It helps to autopsy and determine where things went wrong for future learning.
If we want to have honesty and trust, you need to be vulnerable.
As a teacher I truly value feeling supported in my school and community.
A4 give everyone a voice.Outline the path so that they can see the purpose and outcome for change. Then LEAD!
A4 focus on showing its long term-not quick fix-bring resisters 2 table 4 voice & always be ready to change course when needed
Yes - this is so important. Success celebrated even when very small - help see signficance. https://t.co/1pMKY1lJPj
A4 Develop checkpoints at regular points along the way to celebrate successes and address any issues.
A1.2 Like gas milage, it takes as much energy to try something new as it takes to get wheels moving to where you want to go
A4 Having built the relationships, set a vision, started with achievable goals, then the inertia becomes the dissonance.
A3: Patient, pleasant presence. Calm, smiling modeling and F2F chats.
A4: You need to get the fears out in the open and address them - use a āHopes and Fearsā exercise
A4: We have help everyone to understand that we owe it to our Ss and their future to allow education to evolve.
A4: keep focus on the change & not the next thing. Easy for us to shift focus to the next thing hoping inertia carries the old
A4: Transparency and communication first. Then step back & let the followers lead the change to empower unity not dissonance.
A4: all must know the WHY behind the change
A4: Keep a servant heart, be there for people. Know where they are, empathize, don't sway from purpose. https://t.co/qUSudExNKE
is trending #1
Shout out to the tribe!
A4: Cognitive dissonance is to growth as hitting your pinky toe makes you pay closer attention on your path
Dang. We all needed to hear that. Let's lead change through presence, connectivity, and action! https://t.co/OzepelCLAc
A3: How many times has the principal or superintendent walked out of PD for an essential change? Tās value actions,not words.
A4: Overcoming inertia will require total staff buy-in and a team commitment. This is where energy comes in.
Enjoyed it also! Loved learning from you!!
- A4: a good leader responds to change with purpose - lead by example.
A4: communication! Explain: How will this better our school and most importantly help our students learn?
MT : A4. Involve others from beginning, so they can help write story of change. Be explicit w/ expectations, outcomes.
leaders need the courage to weather the storms when change is happening. It is difficult. Real change is never immediate.
...getting in the way of achieving our mission.
A3 Leadership at its core is relationships. We have be in it w/those we lead...team captains don't win alone & we can't either
Yes! Too often agenda-driven naysayers use fear to torpedo efforts & promising initiatives fall apart. Kids lose.
Yes, a scattergun approach needs to be avoided
A4: Also, can we define the relevance for folks? See how new learning is connected to/supports current practice?
change is like a tire with many spokes. You need to consider all the spokes to make sure the tire turns.
Do your systems support the change?
A4) Do less, better! We need to focus our change on only a few, high leverage areas at once.
excellent! (Darn spell check on last tweet)
A4. As a Servant Leader you will see a difference in the response from others.
Good morning Natayle, and welcome to !
A4: Important to paint a picture of how the change will benefit kids and staff- there is a "sell" element to change
That is so spot on. Allowing change to be absorbed is critical.
I love quote "Change isn't hard, it is uncomfortable"
yes-those "check ins" allow us to adjust course when needed-also need to stick it out for long term https://t.co/qczpfIXeqm
A4: We build project plans with milestones and data to help tell the story.
Nice! I really love this. YOu need to have a strong focus on mission for this to work...
RT : A4 Give everyone a voice. Outline the path so that they can see the purpose and outcome for change. Then LEAD!
I like that! We need to remember that change happens at different speeds for everyone. https://t.co/6x9Buu4Kbt
A3: Patient, pleasant presence. Calm, smiling modeling and F2F chats.
ā: https://t.co/eyvF1cZlY7 ā Great pic! Far more challenging 2 shift from good 2great. Takes vision & relational ldrshp
A4: Communication, having courageous conversations. Keep talking about the positives,
. A3: People don't buy what you do, they buy why you do it & what you do simply serves as proof of what you believe.
True, so celebrate successes and tweak w/ small change as needed. Keep eye on why change will support successes.
A4: The need for the change needs to be clear. Change won't happen unless a critical mass owns it. The mass creates the culture.
A4: Agreed! All the cards on the table and you will get some curious starters taking it on. https://t.co/7nblUUCmB4
A4: Transparency and communication first. Then step back & let the followers lead the change to empower unity not dissonance.
A4 Do we truly know our vision? Or is it in words only? Does the new journey connect back 2vision? Connect & allow ppl to unpack
A4: focus on relating to mission & vision, gain buy-in, excitement and momentum
A4 Change requires vision, support,.wking the process and realizing it is a.process not just a action. What's the Purpose?
Alright, ! It's been REAL, but daddy time calls. Thanks for pushing me to be better.
A4: transparency; review the reason for the change; taking risks can bring great results
A4 We have to always know and share our purpose for change: how it will positively impact the learning environment for our Ss
A4 Bring stakeholders to the table & have an authentic & transparent discussion centered on students. Let them talk.
Have a great weekend everyone! Will read the rest later. GREAT chat!
Hi Katina! Glad you got connected with https://t.co/vOfdGt9Itd
Katina Kelley from San Antonio, TX. Just found this chat today. Thanks
A2. I think that people sometimes forget that the only constant in life is change! Ppl are often afraid of change
So true! Change takes time & we must allow time for reflection and growth.
Wise words. I do a better job when I know I have an instructional leader behind me cheering me on.
A4.2: Grow your change from the ground up and by sharing in its development, it becomes more acceptable to all
A4 solid system change needs 2B able 2 withstand leadership changes-not what "I" did-what "we" do
Such a great reminder! https://t.co/LNZgsMKz6g
A2) We forget change is needed because it's what's best for students, not because it's easier for the adults.
Q5 coming up in 1 minute...
Well said, changing direction is more easily embraced when it is goal oriented.
MT : A4: Clearly share the RESULTS of the change from the very beginning!
Yes! Clearly articulate the connection for folks. Sometimes hard to see (we think it's obvious). https://t.co/mRGG3oXckn
A4 Do we truly know our vision? Or is it in words only? Does the new journey connect back 2vision? Connect & allow ppl to unpack
great response! I agree 110%
A4) The "during" component of change can get muddy. Capitalize on the the before and after. Norm-setting, recognize small wins.
A4: Dissonance can bring reflection and growth, antagonism can breed bitterness. Start with respect.
A4: we have to lead the change we want to see and remember that Ss struggle with change also
A4 involve al in learning the 'why'. Common agreements about the Why will create an inevitable sense-of-urgency for change
Always about students. Hard to have a valid argument against students!!
https://t.co/fFq3WM2Sxr
A4 We have to always know and share our purpose for change: how it will positively impact the learning environment for our Ss
A4 continually offer time for reflection, and the ability to pull back or push forward after the "college try"
This may be the most amazing twitter chat ever. So many awesome insights :)
Agree Nancy. Change should meet a need that we have identified & have determined will be a better course for our Ss
Yes, but I think far to many leaders/districts are are unwilling to say what they're doing is broken. https://t.co/Mfjl2srh1A
Unless what we do is broke by all standards tweaking will likely lead to better results. is 2 reactionary
A4 Transparency & communication are essential for successful edu changes-BE REAL: avoid trends, buzzwords & shallow 'group think'
Q4 what does your data tell you? K-I-S-S The change. Too much at once will break your culture. https://t.co/AEtobSm6cD
I agree! This allows for effective change! https://t.co/6PlzyUi5yF
A4) Do less, better! We need to focus our change on only a few, high leverage areas at once.
Change is often hard in Ed b/c the ideas of a few decide expectations of many. Try human centered design https://t.co/A9sPJjNfIn
a4: talk about change process, normalcy of dissonance, praise & welcome it as part of process
. Thats b/c we mapped it out -had time to think abt it. We dont allow that opport 2 others. Challenge is build time
I'm disappointed to say I have to head out early today. This week continues to be nonstop! Thank you, tribe for the chat!
Leading consistently with confidence and electing the results shine on their own is the way to go!
I absolutely LOVE this one! Shared this with my admin at a meeting and discussed. Was awesome. https://t.co/RHyF4kI2q4
A4 Be transparent & keep open lines of communication for feedback and reflection. Change can also lead to other opps for growth.
Take time to re-vision when necessary. It's a process. Behavior change will be easier.
A4 effective leaders embrace & expect resistance-allows for reflection & divergent thinking-deep change is never easy
A5: We need students involved in our change processes.
TT USA 19:12
1.Jason Rezaian
2.Chris Davis
3.
4.
5.Ian Kennedy
6.
7.
8.
A4. We need to keep "The Main Thing" the "Main Thing".
A5: By never forgetting to include student voice!
A5: I would LOVE to have some student voices in PD (Australia does this now). They ask tough questions and hold us accountable
Yes, the reflection piece is often overlooked. Need this in the change process.
MT : A4: Need for change needs to be clear. It won't happen unless a critical mass owns it. Mass creates the culture.
A5 We should use our students' adaptability as inspiration. They can handle so much, it's on us to keep stepping it up.
So true, culture is about the mass, and not just one person https://t.co/rRfXEwolkI
A4: The need for the change needs to be clear. Change won't happen unless a critical mass owns it. The mass creates the culture.
best idea ever for bumper sticker! Should be on every school logo https://t.co/LTm17g8XgN
"Best for kids" --- create that bumper sticker. https://t.co/Kr9HIY9aLg
A4: Keep our eyes and hearts on the WHY for change. If it's best for kids, we press on even though adults are uncomfortable.
Thank you and for the chat. Sorry to jump out early. We have a lot of activities today. I'll check back later!
Build trust by being realistic. Address the difficulties that the team will face. Don't pretend it will be perfect and easy.
A4: talk it out. Make time to address fears. Tackle it head on and nip the negative undercurrents ASAP!
A5 That's easy, include the students!š
Thanks for the inspiration . Off to start my day with my boys. Have a great weekend!
Q4 Move ALL educators from their pt A to their pt B. We can't assume they can make the immediate jump to where we want to go.
Thanks for joining Jeremy!
A5: There's no reason edus should be the only ones working to create change. Let's collaborate w those who will benefit from it!
A4: remind that you can't live someone's change for them - dissonance ok - continually tell story of where you are going
A4. Once the why is set, allow diverse paths to get to the next step. Support Ts in their personal and authentic approach
True. New initiatives often fail due to poor roll out plans, or lose steam if there are no checkpoints along the way.
And the opportunity to change directions if that is what is best for our students and staff. https://t.co/Lu3UYLatX3
So true! Change takes time & we must allow time for reflection and growth.
Always be banking influence credit with the people.
Totally agree. I try to rmembr how my mentors did this to/for me. When I bought in, seemed so natural. https://t.co/kVP5e1LEpm
A3) Empowering others to lead with us is essential. Leadership needs to be a collaborative effort.
A5: Kids can take the lead sometimes, and we can learn from them if we pause to listen and close our mouths!
Stop, reflect, adjust and move on
So important! Positive teacher leadership is what truly transforms education. https://t.co/RkCwM8A2kp
And it's the leaders at the top to provide PD & support to assist to trickle down to teacher leaders. https://t.co/MYIHFCD4mV
A3: āTeacher leaders are most often the missing piece of education reformā (Ratzel, 2012).
A4: purpose and focus: lazer sharp clarity of new understanding will result from work with steps to get th
A5: Let go of the mindset that T & Admin hold all the power. Give some power to kids and see where they take it.
A5 give them seat at table-when they are part of process in some way they bring new perspective https://t.co/GrH0pZ3NjF
So true!! Often I think leaders struggle to articulate what the main thing is - so Ts don't know either! https://t.co/LVaNh5XVqJ
A4. We need to keep "The Main Thing" the "Main Thing".
Empowering others allows for risk-taking and a change in mindset and culture. Makes our work purposeful https://t.co/7tfTEpySLs
Which goes right back to relationships, which it always does!
Hope you have a good weekend with the family!
A3: Build trust by being realistic. Address the difficulties the team will face. Don't pretend it will be perfect and easy.
A5. Be more flexible, more forgiving. I feel that Ss know how to do this so well.
No worries, Lis, weāre so glad you were able to jump in!
A5: Student Voice, Student Choice, Project Based Learning, Media Literacy, Student-Led Parent-Teacher Conferences, etc.
A5: Get Ss more involved in general. To plan for any type of reform without consulting Ss is a poor approach.
A5) Let students be role models for us & engage in new learning opportunities yourself! I'm going to learn to make pasta!
A4. Communicate the inherent dangers of staying put. Their are enough real life examples out there.
Q5 UTILIZE their adaptability. Include them in the planning & execution of the project. Let them take the reins where possible.
A4: It's all part of the journey. Acknowledge it. Provide support. Keep focus on better outcomes for kids. Show progress.
A5: Kids are natural risk-takers if the adults don't get in the way. Don't teach them to fear failure!
A4: We must cast our net beyond just the ideas of change. Their must be a destination at the end. https://t.co/gUrm4Qpc9p
We have to get better at learning engagement is a two-way streetā¦
A5: Ask students to lead Tech Tuesday, rather than teacher facilitators.
hey neighbor to the south! Welcome to
I often wonder how many districts define the common vocabulary so it is NOT just jargon
Yes-amazing what they know/see & can share if we provide place for voice https://t.co/kWuShwqMwv
A5: Kids can take the lead sometimes, and we can learn from them if we pause to listen and close our mouths!
A4 Having Ss reflect and share with community on how change has positively impacted learning greatly reduces inertia.
When they know and care, they are more likely to change.
I know! It is really great!
True. Acknowledge the emotional reaction & ups and downs when something is new, different or uncomfortable
This makes all the difference when trying something new. https://t.co/0pRCyjQTSF
Knowledge is power! Important to empower people with the info; transparency as much as possible helps https://t.co/3aN3Y7fyDS
A3: Include our teammates more with why and what. Eliminate poor communication. Info = power.
Create experiences that help teachers / admin feel what it is like tobe the student. Balcony view of what that means.
A5 Tap into students' initial enthusiasm. Unless in the middle of school year, something new isn't really a change for them.
A5 Let students tell the story. Let them share their dreams/vision, where we are successful & where we are failing.
A5: In my view students should run the school. They are reason we teach & push everyday. Develop feedback systems, SGA & voice
A5) We must learn their language. Tune in! Help with thr cross-over
A5. WE can do this by empowering Student Voice. Give them Voice and Choice.
A5 Include student voice. Not just hear what they say but involve them in the process so they are really involved.
Great choice! Have a great weekend Sean!
A5: S leadership, S panels for input, suggestions, ideas!
read Focus by Mike Schmoeker. Has you school mastered that yet?
A5: PD challenge 4 Ts: Assign yourself a challenge akin to project u give 2Ss - blog, write a prof article,use algebra 2 build,
A5: Ss have to be a part of the change process. It is all about them.
A5: Principal's Advisory Committee, Superintendent's Advisory Committee, Student Government, Student Ambassadors
Change is hard b/c we begin w/a list of things to buy instead of investing in what matters post, people https://t.co/MxnEm0E4rp
A5: When it comes to leading change are you student-centered or teacher centered?
A5: When people assert āthe kids wonāt . . .ā we must respond, āHave you ASKED them?"
https://t.co/9td2zVNAUv
We want students to take risks - need to provide opportunities and encourage this for adults. https://t.co/8ZODe2oIN6
Create experiences that help teachers / admin feel what it is like tobe the student. Balcony view of what that means.
A4) change WITH not TO - build support for change by finding the WIIFMs- What's in it for me?
Great idea! Give them the lead
Victim speak, "energy vampires." Loved The Energy Bus... perfect book for this topic.
A5 Change impacts kids, too, They should be part of the process & be our models for dealing w/change. https://t.co/8DOLAQhyoO
Collaboration and diversity of thought often makes change much easier. https://t.co/GSTBHi45s6
A5: Let go of the mindset that T & Admin hold all the power. Give some power to kids and see where they take it.
A5. Be generous with your time. Ts can't see you as a threat. Model change with empathy and take your ego out of it.
A5: We have no chance if we can't see what school is like through their eyes. Have to ask them what they need and want.
Reading some of the tweets and loving them!! Great thinking. Every Saturday? What time? And who is moderator?
Without a doubt! They grow up too quickly!
A5) Kids are better at embracing curiosity and resisting judgment than we big people. Create a culture of curiosity.
A5 Encourage and nurture student leadership. Ss should always be given a voice & choice in their learning.
SOOO important!! https://t.co/bGtY6dy9l6
A3: Build trust by being realistic. Address the difficulties the team will face. Don't pretend it will be perfect and easy.
communication vital- creates inclusion, clarity, and eliminates the wasted time of searching 'What's going on?
A5: By encouraging their questioning of established T practices, but mentoring them in how to word these Qs politely.
It's about letting the students do the work and not the teachers. https://t.co/fZ4V42nE84
A5: Kids can take the lead sometimes, and we can learn from them if we pause to listen and close our mouths!
Totally agree! A powerful resource that is often overlooked or not fully included! https://t.co/QNFJaa8UzX
A5: Student Voice, Student Choice, Project Based Learning, Media Literacy, Student-Led Parent-Teacher Conferences, etc.
A5. One thing we are doing is adding Student Voice to Staff and Teacher of the Year voting.
I agree Danielle, I see this everyday and I'm so thankful they are.
Give them the necessary tools, empowered them, and give them permission to make mistakes along the way as they grow & learn
Totally agree!!! Use the group to change the group!
A5: Be transparent w/ students. Tell them what you're trying to "do." Ask for THEIR feedback.
Agreed! We need to allow Ss to provide input BEFORE we implement something new.
A5) Empower your inner childās fearless ambition. To fall down only means another opportunity to get back up.
powerful! Envision a future where growth and progress is stunted.. Where will you be then?
A5: Encourage a S centered learning environment. S driven lessons, more discussion, less Teacher talk, more Student talk.
A5: Allow students to learn with and through each other....This is why EdCamps are essential for teacher modeling this behavior
A4
Shift perceptions
Growth mindset is crittical
Status quo isnāt acceptable
Transparency Rules
Collaboration overcomes
A5 start by putting selves in their role more often-what is last "new" thing you learned? empathy creates new ways of thinking
Thanks Ryan! Donāt you find this true though?
the Adm is supposed to be lead learner ... They are there to lead, too many just administrate
and great problem solvers as well & come up w/ some amazing ideas if we take the time to listen & value their voice.
Agreed! energy vampires inhibit change. https://t.co/DDl8RBncnL
Victim speak, "energy vampires." Loved The Energy Bus... perfect book for this topic.
A5: Allow Ss to serve on committees; let Ts hear that it is working from Ss & As.
I was thinking the exact same thing.
A4 Don't let our student focus get lost in change...always doing what is best for them, not necessarily what is easy for us
I would agree! The lil guy was stoked to see the blue penguins, well worth it!
"Be generous with your time." Just set a new goal. Thank you! https://t.co/iA1tTe56VG
A5. Be generous with your time. Ts can't see you as a threat. Model change with empathy and take your ego out of it.
A5: The power of student voice...listen to their thoughts and ideas, share the results...let their enthusiasm speak volumes
A5. New admin at are shadowing students for a day. Not eval, but lense of being a kid. https://t.co/gkVVUNdlwj
We want students to take risks - need to provide opportunities and encourage this for adults. https://t.co/8ZODe2oIN6
Create experiences that help teachers / admin feel what it is like tobe the student. Balcony view of what that means.
A5) Let students present and share their learning with the adults at professional development sessions.
We have high expectations for instruction for Ss. Need to employ same for adult learnings. Stop the sit and get learning.
A4: former music teacher in me š¶ dissonance is ok--it's what makes the listener's ears perk up. But dissonance always resolves!
That's where the initial discovery phase of developing ideas for change should begin and end.
Not yet. always inspires a new blog idea. Must fight my own inertia & get writing!
When people ask why, it shows interest in the subject, not disdain. Makes buy-in much easier https://t.co/exEZF0dPge
students are often more willing to fail on the way to getting it right than we are. We need to embrace this.
Trending Topics Now Rezaian Davis # # Kennedy
A5: 1) Ss will show you where your weaknesses are, often expediting identification of change hold-outs.
depends on type of change-initiative? Leadership is key. Doing what's needed 4kids @ site requires dif approach
A5: provide opps for S discourse, T talk less, T as facilitator, then T also becomes colearner with Ss
A5: Give students the opp. to identify problems and offer solutions. Give them a seat at the table...its THEIR school!
MT : A5: Students should run school. They're why we teach & push everyday. Develop feedback systems, SGA & voice
A5: We need to reflect on why we are more fearful as adults than we ever were as kids - are we trying to save face?
A5: Students are powerful story tellers. Ask them to talk to Ts, Ps, others about how the change has impacted their lives.
Students are quite capable of communicating when something is/isn't working.
A5: We need to remind ourselves to be childlike again when trying something new. Be daring, brave and excited.
A4 Focus on improvement needs to be the mindset in place before change is introduced. Always connect the change to larger goal.
Glad the Q is resonating!
Seems to be or ? They are sending Qs and RT of Qs. Started nearly 1 hour ago at 8:30 am CT.
A5: create and allow opportunity for Ss to be the experts. Showcase their talents and show how they can be applied
from t "I was afraid my ss wouldn't be able to do this but I tried it anyhow and they amazed me" powerful
A5 We had students talk 2 groups as we looked at a tech/learning initiative. It was powerful when HS student said "U R Failing!"
authentically partner with students. Learn together.keep it real.
A5 Children really are the future & student voice needs to be heard-an open discussion is the only one that can result in change!
We talk a lot of capacity, but still focus on veneer answers over deeper questions-capacity is created in that grappling space.
Kids take risks outside of school all the time. If we aren't risk takers in the classroom our students won't be either.
Q5 creating structures that link student voice to teacher accountability - how can we empower students to motivate teachers
A5: we give the students a voice through surveys and make a comfortable environment for them to make change and be heard.
We just need to make sure we are listening when they are trying to communicate something that is/isn't working.
Yes!!! https://t.co/p7AqJTXiwL
A5. Be generous with your time. Ts can't see you as a threat. Model change with empathy and take your ego out of it.
Change is hard b/c many schools are only only giving teachers Training. W/O wont be adopted https://t.co/5VgerVpqWn
A5: Ss need more voice and choice in their education. Give more time to struggle and be creative.Ts need to lose control a bit.
Or they do it to themselves out of habit rather than results... Ex. grading everything that moves.
Correct Leslie! Glad you both can join us!
Yes they show so much compassion to both Ts and their peers! It warms my heart!
A5: change should be entirely focused on the end result of improving Ss education
Such a great quote. Must share the "why"! Very hard to do something new unless there is a good reason. https://t.co/YTtm3Bx3nd
One of the best things we did. Had Ss share experiences with staff https://t.co/krA8ljYjrQ
A5) Let students present and share their learning with the adults at professional development sessions.
A5 Ss bring valuable perspective and can be catalyst for change. Give Ss a voice; value their input; create collab culture.
So essential for a true partnership. Return to these agreements when facing obstacles.
A5: Leaders/ S's learn from ea other.Goes both way.Include S's on BOE/involve when hiring new principals https://t.co/3NVGveqK8X
Q5 Students are learners...we must always remain learners and flexible!
It seems sometimes when we make changes we do things to kids and not with kids.
A4 cont. Lead others to embrace the discomfort of dissonance. Listen and learn from each other with shared goal of resolution.
also blessed with not having our "history" of change disasters-fresh eyes & minds see possibilities https://t.co/9RG65kAxIJ
A5: 1) Ss will show you where your weaknesses are, often expediting identification of change hold-outs.
A5: How many teachers seek feedback from students and make changes because of this feedback?
A5: Pilot class with willing teacher. Kids will be excited and will share that with other kids. Kids ask teacher for the change.
What does this say about the good number of educators, teachers & admin who are resistant to change? https://t.co/wsVknWfUmr
A5: using variety of concepts, allowing to be done in variety of ways!
absolutely! Need to play from time to time.
A5: If students are the core of your school, whose voice should be the loudest? Listen.
Q6 coming up in 1 minute...
I have to cut out a bit early to help parents move. Thanks for an awesome and energizing morning! Love learning w/ you!
Q5 every school should listen to student voice. Build this into your system. They will be honest and we can adjust
We work hard to keep our mission front & center.
BAM!!!
https://t.co/MpVnlb1A0d
A5: If students are the core of your school, whose voice should be the loudest? Listen.
MT : Students are often more willing to fail on the way to getting it right than we are. We need to embrace this.
A5: Sometimes I feel that teachers are bottlenecked with too much info, so implementing ideas in the LMC directly to Ss works!
Yes, imp. not to take follow-up Qs or concerns as criticism but opportunity 2 deepen understanding & air differences.
A5: tap into their energy, give them a stronger voice include them in the plan
Had to share this quote because it pertains to our conversation. Thanks to for the graphic. https://t.co/zL0l6FoXsF
yes I've been lucky to be the recipient of that compassion and grace
I think failure could lead to loss of job so harder for risk-taking without consequence holds ppl back. https://t.co/HGWow2DDOY
A5: We need to reflect on why we are more fearful as adults than we ever were as kids - are we trying to save face?
because a poor eval could mean you lose your income ... Kids don't have that pressure.
A5: involve Ss,we are piloting a ms Ss tech team to act as tech coaches to conduct Ts pd https://t.co/Y5e0I1y4Uk
A5) Let students present and share their learning with the adults at professional development sessions.
CCI...kids give input on how to reach goal, track data, reflect, offe min course adjustments
happens every Sat. @ 8:30am CT co-moderated by & Follow too! https://t.co/VQggzMOe7D
Reading some of the tweets and loving them!! Great thinking. Every Saturday? What time? And who is moderator?
A5. Allow Ss to problem solve in controlled environment. Develop their skills while affecting change https://t.co/6MEq47llZu
A5: Engaging students in the planing of learning,
A5: Pilot class with willing teacher. Kids will be excited and will share that with other kids. Kids ask teacher for the change.
not only listen, but what are we going to do with their voice once we've heard it? Actions matter!
A5: 2) S buy-in alleviates perception of "hard-sell" softening T fears/anxiety, thus, combating cognitive dissonance.
Agree. Ss aren't afraid to speak their voice. We just need to be open to listening which can be hard at times.
Great chat inspiring, dedicated & resilient leaders! Have to change hats back to daddy now. Great weekend!
Too often our professional lives become roteā¦look for tweaks. Learn something new each day, each week. Disrupt those patterns.
A2 Changing direction can make a leader feel their last orientation was wrong. They want to keep the trail just a little longer
Zero of these require too. Tech wont matter if we don't create a culture to evoke these habits https://t.co/EYqmeGH2dF
A6. Be consistent with implementation and communication of the "plan".
Terrific idea Ted! https://t.co/zgCmiZaGp4
A5. One thing we are doing is adding Student Voice to Staff and Teacher of the Year voting.
My kids are hungry and I have to get them to gymnastics. This was a rewarding start to my weekend. Thank you
A6: Leading by doing...I need to reflect on the first 1/2 of the semester...celebrate my successes and share areas of growth!
This needs to change!! https://t.co/LPovUsyLEM
It seems sometimes when we make changes we do things to kids and not with kids.
not always. Depends on change. Is it 'need to know' change? (policies, payroll changes) or instructional change?
Harsh reality. Dissonance does have a source. https://t.co/AXQ0k9mlUA
because a poor eval could mean you lose your income ... Kids don't have that pressure.
Great chat! Checking out! Have a great weekend!!!
Q6) Listen, observe, talk with students, think, plan, gather feedback.
Love this idea!!!
https://t.co/ihuwdVGnsG
A5. One thing we are doing is adding Student Voice to Staff and Teacher of the Year voting.
A5: Also, giving Ss the power to lead their own interests w/ student led clubs shows teachers that kids can lead!
I'm going to chant this every day.
Have a great weekend. Have to run. The chat was amazing
Dude, you brought it! Glad youāre a part of the tribe!
what's the most important change initiative in KCS this year?
Great goals...all of them! Those will be mine as well!
A6 I need to listen more, talk less, reflect, and move forward. We are changing our schools every day. https://t.co/zniiYqGHng
A6: Working on changing my habits. Need to prioritize time to read, reflect, and recharge with family throughout the week.
A6: I'm inspired to take time to have a conversation with Ss concerning what activities & practices they want to see more of.
A2.1 - Very few destinations can be reached with only one direction. One just leads is to the next.
Our job as educators is all about change. It should always come down to what is best for our Ss. https://t.co/nZFGVEabjA
A6 looking forward to student advisory with 4-6th graders this week 2 tackle issues they identified -voice & choice in solution
A6: continue school culture discussions; encourage risk taking after learning new ideas Monday; listen
Edleaders that daily creates friction - momentum agents! Trending the difference !
like a tidal wave! Starts with one event from leader & the power transfers to the followers who make it travel!
I see teachers doing this every day. What if we encouraged the sharing of these ideas to gain momentum?
awesome points love sat morning pd
A5: as we articulate vision, use ss voice. Talk with SS 2 get their take on the change & then share their responses with others.
Love this. What abt taking this to district-wide PD plus your school board? Powerful for BOE to hear from kids.
Empowering everyone! Don't forget to follow your new PLN Pals!
A6: I like to have a snack and chat with Ss to hear there thought!
RTQ6: What specific ways will you begin to overcome inertia or change directions this week? https://t.co/66LzKJT2tc
A6: Build a positive mindset in teachers and students - give lots of support and develop a growth mindset
A5. Formal collecting kids to discuss and ask questions. 3-2-1 & other structures.
Definitely! It's a balance to figure out the best way to champion teachers who embrace this, but totally worth it!
Agreed. As principal, it's my responsibility to foster focus-remind our team about our common agreements https://t.co/gxycwqK9ec
So essential for a true partnership. Return to these agreements when facing obstacles.
yes they are! And very brave too!
There isn't one soln for change. Look for unlikely solns to everyday problems from a new perspective. https://t.co/knWA22GuZ1
So glad to know about this! Will be tuning in! https://t.co/u2GIv4o73v
happens every Sat. @ 8:30am CT co-moderated by & Follow too! https://t.co/VQggzMOe7D
Reading some of the tweets and loving them!! Great thinking. Every Saturday? What time? And who is moderator?
thanks Daryl, hope to have you back next week!
"Collective energy" needed for change ! Outstanding!
A6 Watch others who embody the spirit of change. Work towards to solutions. Look at the old/modify to make better.
It's not a if you aren't behind in tweets by at least five minutes...
A5: Sts' rocks are smaller & easier to move. Gotta help Ts break their boulders into manageable pieces. https://t.co/kOv6zZkPuy
A5: I like to host a snack and chat to hear their thoughts
A6 engage others with "what if"?
"Trending United States 09:26 AM CST"
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A6: by giving Ss time to process or reflect b/w new concepts. Not just jumping into the next project!
A5) Look to energize change from the middle out and bottom up vs top down - Engaging Ss and Parent voices too.
I enjoyed my 1st chat with . Thank you for inspiring me to be a better educator!
So important for them to feel comfortable & safe to be able to share and grow. Just like adults ! https://t.co/OfmZIPSPhm
A5: we give the students a voice through surveys and make a comfortable environment for them to make change and be heard.
A5: Kids are awesome. They live in the moment and just go. Ts get stuck in the past. Giver kids voice at staff & board mtgs.
A6: Conducting student focus groups right now. Started 2 weeks ago. Loving the input & changing our direction to incorporate
Jumping out this morning a bit early. Have a wonderful weekend everyone! Thanks for the support and ideas.
Change is hard because you have to face fear of the unknown.
right! Are we making decisions based on what's best for students or what most convenient for the adults?
Totally agree! https://t.co/LWtxofh1bQ
This is real. Yet, surprising. Many who fear/worry are strong educators; culture is producing fear.
a6. We're having a roundtable meeting Wed. evening w/parents, guardians, community members to get advice on how to help our boys
We must take ownership of these results & determine how to change the culture to celebrate risk taking.
Overcoming pride that holds you back from saying, "I may have been wrong. Let's try __ instead." = Key! https://t.co/FJTPVUSofw
A2 Changing direction can make a leader feel their last orientation was wrong. They want to keep the trail just a little longer
by being present so I can even identify inertia or know a shift is needed. Mindfulness first and rest follows
Important to employ protocols to magnify student voice!
Great, great idea !! https://t.co/Qkji7dyIEL
One of the best things we did. Had Ss share experiences with staff https://t.co/krA8ljYjrQ
A5) Let students present and share their learning with the adults at professional development sessions.
Defining the academic vocabulary of change. We use strategies for S everyday and forget Ts need it too
We may be the only person in a students life that takes the time to listen and understand them. https://t.co/xlSeVds9WW
Also helpful to report bk to Ss abt how you integrated their thinking into tchng & learning.Values their contrib.
Awesome this morning! Appreciate you pushing & stretching my thinking. Sprinting to to learn with !!
Giving students the experience to build leadership, I still remember the leadership from school!
- A6 - Let your better judgement overcome your fear of risk. Start slow and set goals so you can celebrate the small victories
Truly inspiring chat everyone! Can't wait until next week. I followed as many as I could :) -Anthony
it's hard to handle all of the awesomeness!
A6 nudge team members out of their comfort zones, including myself. 'Just do it' begin by asking the right questions
A6: Lead with Questions, Clarify the Why, and Invest in Teacher Leaders
A6: I asked my students Fri. what activities they wanted for this upcoming week. Going to repeat it every Fri. to inspire voice
Gr8! Will you be able to share w/ Ss how their voice has made a difference or even how it may prompt new thinking?
A5. We need to empower students with their knowledge and let them ask their questions and lead their learning...
This has been a great chat! Thanks for your leadership, & , & to everyone else for your honest contributions!
Need and want. Both are critical. Great example of this - Digital Media Academy at SRHS https://t.co/29jmzURstB
A5: We have no chance if we can't see what school is like through their eyes. Have to ask them what they need and want.
A6) I want to listen moreā¦help to foster their voices and how they can dictate the way our instruction moves forward.
A6: Continue to build positive relationships, which is unparalleled when it comes to overcoming inertia!
Awesome, awesome, awesome! Adding these to my list! https://t.co/ToqsYPaTFe
A6: Lead with Questions, Clarify the Why, and Invest in Teacher Leaders
Thanks for a great discussion. Off to write. I leave these discussions inspired as always. Thanks &
Nice! Holding us accountable! šš¼ I've been inspired by today's chat so...I feel a blog post coming on! š https://t.co/FgmdAuV3Uj
RTQ6: What specific ways will you begin to overcome inertia or change directions this week? https://t.co/66LzKJT2tc
Having a common vocabulary can be key AND having a process essential.
Amazing chat today PLN! Thx to our moderators & who lead the way each wk!
Yes! I love the idea of making the classroom S-centered and inspiring Ss to find and share their own voice.
I find myself in this predicament every Sat. morning. Thereās no shame in my game. ; )
A'maaq:
The forces gain control over 4 Iraqi forces barracks in area north of .
Thank you & the PLN for a great chat. Make it a great weekend!
Are we focused on data or investing in our Ss lives? That's the question that should always drive our decisions for change.
A6: be the change I want to inspire, planning a pd trg & I'd like to let our new Ss tech team lead it
A6: I will be actively implementing the change we are seeking school wide in my own classroom.
Yes! Agree! Humility. Model learning from risks taken. Only "imperfect" people make progress.
We are delving into our personalized PD offerings at CiMS
Is this chat at the same time every Saturday?
A great start is focus groups of students, parents and teachers. Where are the goals similar and different.
A6: As school leaders we must be prepared to admit our mistakes. We never build trust if we preset ourselves as being flawless
Great chat this morning. Thanks ! Very valuable to connect with others.
Thanks for a great this morning! Always thankful for the leadership of and with this tribe!
Thank goodness! I thought I was the only one! š https://t.co/hE3i4WRv8D
It's not a if you aren't behind in tweets by at least five minutes...
yes! Hope to put a small presentation by the end of year to show how it's sparking directions for summer/next year
